For small businesses, even the briefest in-person interviews require significant time to schedule, prepare for and conduct. Unfortunately, nearly three-quarters (72 percent) of senior executives surveyed by Robert Half said it's common for candidates with promising resumes not to live up to their expectations during the interview.

To minimize disappointment, once you've narrowed the applicant pool, call each candidate for a brief, informal phone interview. This can eliminate time-consuming meetings with those who, despite strong resumes, don't meet all your needs. Even a quick call often provides a sense of whether the person is likely to fit in with your team. Because these discussions are relatively impromptu, they may provide a more accurate idea of the candidate's interpersonal skills than a formal, rehearsed interview.

During the call, be sure to raise any concerns you jotted down when you first reviewed the candidate's resume, such as the omission of an important technical skill or a mysterious employment gap. If the candidate's answer doesn't resolve your concerns, you've saved yourself the time involved with an in-person interview.

Estimate how long you'll need to effectively conduct a phone interview with job applicants. It typically takes between 15 to 30 minutes (15 minutes for a basic screening, 30 minutes for a more comprehensive initial assessment of match and fit to your company). Without a guideline, you may spend too much or too little time on a phone screening. The key is to be consistent with your questions so that you can fairly compare job hopefuls.