Develop a set of competency-based questions that you ask every candidate. This way, you don’t veer into similar-to-me bias as well as inconsistency in questioning. You won’t accidentally forget to ask one candidate about X, and then reject that candidate because X is an important skill.
Some organizations start with a phone screening and/or interview. This avoids any judgment based on someone’s looks, body language, or other factors related to their external appearance. However, there are other factors that need to be considered if using this approach. Ensuring the time for the call has been scheduled to meet the candidate’s schedule is essential. Here too, the structure is important.
So phone interview or not, make sure to ask each candidate the same questions in the same order.