Screening Calls vs. Full Remote Interviews: What Happens When?

In today's fully remote hiring landscape, HR professionals face crucial decisions about structuring the recruitment funnel effectively. One pivotal choice is understanding when to conduct screening calls versus full remote interviews. Both are essential for evaluating candidates remotely, but they serve different purposes, require varied time investments, and impact the candidate experience distinctively.

Comparing Screening Calls and Full Remote Interviews

Screening calls are typically short, focused conversations designed to filter candidates early in the recruitment process. In contrast, full remote interviews are more comprehensive assessments, involving technical tests, behavioral questions, and collaborative problem-solving sessions. Knowing what each stage offers helps recruiters optimize resources and improve candidate evaluation.

• Objectives: Screening calls aim to verify basic qualifications, cultural fit, and candidate interest. They weed out unqualified applicants quickly. Full remote interviews delve deeper, assessing technical skills, critical thinking, and team compatibility.
• Format & Duration: Screening calls usually last 15-30 minutes and are conversational. Full remote interviews extend from 45 minutes to several hours, often involving multiple sessions and interviewers.
• Candidate Experience: Screening calls create a low-pressure environment that respects candidate time and encourages open dialogue. Full interviews test endurance and problem-solving under pressure, potentially stressing candidates.
• Time Investment: Screening calls save time by quickly disqualifying unsuitable profiles, allowing HR teams to focus efforts on promising candidates during the longer remote interviews.

For a deeper dive into effective screening call techniques, we recommend exploring our detailed guide on What are screening calls? This article provides insights into optimizing early-stage filtering to enhance remote hiring efficiency.

Best Practices to Navigate Remote Interview Stages

• Standardize Screening Calls: Use structured questionnaires to maintain consistency and fairness when deciding who progresses.
• Leverage Technology: Employ video conferencing and scheduling tools to reduce friction, improving the candidate experience.
• Encourage Timely Responses: Accelerate candidate engagement by streamlining communication channels. Our article on How to Speed Up Candidate Responses in Tech Recruiting offers practical advice for maintaining hiring momentum remotely.
• Prepare Candidates Ahead: Share expectations and interview formats clearly to reduce anxiety and improve performance during full remote interviews.
• Use Integrated Platforms: Managing your recruitment funnel using an all-in-one platform reduces complexity. We provide a seamless solution allowing the management of screening and full interviews in a single system.

Ultimately, the sequence matters: begin with targeted screening calls to filter swiftly, then proceed with comprehensive remote interviews to gain deeper insights into candidate fit. By embracing these stages thoughtfully, you ensure greater efficiency, reduce time-to-hire, and enhance candidate satisfaction in your remote hiring processes.

At Get on Board, we empower HR teams with a robust recruitment platform designed to manage screening calls and full remote interviews seamlessly. Our free ATS tool streamlines candidate tracking, evaluation, and communication, helping you speed up tech hiring pipelines without added costs. Explore how Get on Board’s recruitment platform can transform your remote hiring experience today.