In high-volume hiring, phone screening takes up most of a recruiter's time. Yet at this stage you only need answers to three questions: do the candidate's expectations match the position they are applying for; do they meet the job requirements; will they fit the company culture.
The problem with phone screening
Getting through, finding a convenient time, repeating the same questions to dozens of people, taking notes on the answers. Some candidates will drop out anyway over salary expectations or start date — but you only find out during the call, after the time has already been spent.
Asynchronous screening
The list of questions goes to the candidate on WhatsApp, and they answer with voice messages at a convenient time. The answers are transcribed into text, you review them in batches and invite to interview only those who answered confidently, to the point and with interest. The voice reveals engagement and energy — things that get lost in a written questionnaire.
What it looks like step by step
- There is a list of candidates to screen.
- The list is uploaded into the system, and candidates receive a WhatsApp message.
- The candidate answers each question by voice.
- The answers are converted into text and compiled into a report on the candidate.
- The recruiter reviews the reports and invites the strongest to interview.
A basic set of questions
- Tell us about yourself.
- Why are you looking for a new job, and why are you leaving your current position?
- What do you know about the organization?
- What skills make you a good fit for this role?
- How important is company culture to you?
- What are your salary expectations?
- When could you start?
When it makes sense
Asynchronous screening makes sense for high-volume positions with dozens of applications per vacancy. For one-off management roles, a phone call is faster and more appropriate.
