What Is a Phone Interview or Screen?
In a phone screen meeting, an employer interviews potential employees who appear qualified for the advertised job after the resume and cover letter are reviewed. These meetings, by phone, are conducted by one person, usually the hiring manager or a Human Resources staff member, who ask the same basic questions of each candidate they call.
You ask each candidatethe same basic questions during a phone screen to give you a basis for comparison of the skills and responses of each person. It is also likely that during your phone interview, your candidate’s responses may lead you to ask additional different follow-on questions. This is fine as long as you ask the same list basic of questions to avoid any possibility of unconscious bias or any possibility of discrimination.
The phone screen allows the employer to determine if the candidate’s qualifications, experience, workplace preferences, cultural fit, and salary needs are congruent with the position and the organization. The phone screen saves managerial time (and in organizations that use a hiring team to interview prospective employees—staff time) and eliminates unlikely candidates.
While developing a set of customized phone screen questions for each position you are attempting to fill is the recommended approach, use these phone screen best practices to guide you.
Phone Interview Best Practices
During a phone screen, your goal is to eliminate your least qualified candidates to save onsite staff time and money. Additionally, you are hoping that your most qualified, mission compatible prospects rise to the top. During a phone screen, you are also looking for hints that the candidate’s needs are congruent with the offerings and culture provided by your organization.
You want to ask enough questions during the phone interview to determine if the person is a viable candidate. Remember, you have already screened many resumes and applications to come up with your short list of applicants eligible for a phone screen.
The applicants that you will phone interview should be your best prospects at this point in your recruitment process. If a candidate was sorted into your “maybe” resume stack, the candidate is unlikely to surpass the prospects you definitely identified as your top candidates. Don’t waste your time—or theirs—in a phone interview unless their credentials and experience were in your top tier of candidates.
Are you interested to know what you should be able to expect from the candidate during the phone interview? See these recommended phone screen interview questions.
Sample Questions for an Effective Phone Interview
Candidate’s Name: ______________________________________________
Today’s Date: ______________ Resume Attached: YES ___ NO ___
Position Title/Location: ______________________________________________
Initial Phone Interview Questions for the Specific Position
To start out your list of specific phone interview questions, you will want to develop a question that will assess the experience of the candidate in the position you are recruiting.
Sample Candidate Question
How many years of inventory management experience do you have?List the Candidate’s Response:
Then, you need to develop a question that will assess the experience of the candidate that is specific to your needs.
Sample Candidate QuestionTell me about your experience with an inventory of over half a million parts.List the Candidate’s Response:
You will next want to develop another question that will assess the experience of the candidate that is specific to your needs.
Sample Candidate QuestionTell me about your experience with computerized inventory control systems.List the Candidate’s Response:
Finally, develop a question that will assess your candidate’s educational background and training.
Sample Candidate QuestionDescribe your educational background and experience.List the Candidate’s Response:
Next, inquire about the candidate’s salary expectations.
Sample Candidate QuestionNot to limit you or commit you to a certain dollar figure, but what’s the minimum salary you’d consider right now to accept another position?List the Candidate’s Response:
Ask About Facts Relevant to Your Company’s Background Checking
Are you willing to agree to take a drug test, and have a criminal background check, references checks, educational background checks, and others as appropriate for this position? YES __________ NO ___________
Learn About Past Company and Job in the Phone Interview
If the candidate’s responses to the above interview questions satisfy the phone interviewer, depending on the position, these are additional relevant questions to ask.
Sample Candidate QuestionWhat size was the organization where you last worked in terms of revenue and employees?List the Candidate’s Response:
Sample Candidate QuestionWhat were the organization’s primary products and markets?List the Candidate’s Response:
Sample Candidate QuestionIf the person had reporting staff, how many people reported to you directly – what were their titles?List the Candidate’s Response:
Sample Candidate QuestionIf the candidate is not currently working, ask why and when did you leave your most recent position?List the Candidate’s Response:
Sample Candidate QuestionHow have you spent your time since you left your most recent position?List the Candidate’s Response:
Ending the Phone Interview
If the candidate’s responses to these questions satisfy the phone interviewer, proceed to schedule an onsite interview. If not, tell the candidate that you have other candidates who appear from the phone interview to have credentials and experience that more closely match the expectations of the position. End the phone interview politely and professionally with a thank you for taking the time to apply for the job.
What Is a Phone Interview or Screen?
In a phone screen meeting, an employer interviews potential employees who appear qualified for the advertised job after the resume and cover letter are reviewed. These meetings, by phone, are conducted by one person, usually the hiring manager or a Human Resources staff member, who ask the same basic questions of each candidate they call.
You ask each candidatethe same basic questions during a phone screen to give you a basis for comparison of the skills and responses of each person. It is also likely that during your phone interview, your candidate’s responses may lead you to ask additional different follow-on questions. This is fine as long as you ask the same list basic of questions to avoid any possibility of unconscious bias or any possibility of discrimination.
The phone screen allows the employer to determine if the candidate’s qualifications, experience, workplace preferences, cultural fit, and salary needs are congruent with the position and the organization. The phone screen saves managerial time (and in organizations that use a hiring team to interview prospective employees—staff time) and eliminates unlikely candidates.
While developing a set of customized phone screen questions for each position you are attempting to fill is the recommended approach, use these phone screen best practices to guide you.
Phone Interview Best Practices
During a phone screen, your goal is to eliminate your least qualified candidates to save onsite staff time and money. Additionally, you are hoping that your most qualified, mission compatible prospects rise to the top. During a phone screen, you are also looking for hints that the candidate’s needs are congruent with the offerings and culture provided by your organization.
You want to ask enough questions during the phone interview to determine if the person is a viable candidate. Remember, you have already screened many resumes and applications to come up with your short list of applicants eligible for a phone screen.
The applicants that you will phone interview should be your best prospects at this point in your recruitment process. If a candidate was sorted into your “maybe” resume stack, the candidate is unlikely to surpass the prospects you definitely identified as your top candidates. Don’t waste your time—or theirs—in a phone interview unless their credentials and experience were in your top tier of candidates.
Are you interested to know what you should be able to expect from the candidate during the phone interview? See these recommended phone screen interview questions.
Sample Questions for an Effective Phone Interview
Candidate’s Name: ______________________________________________
Today’s Date: ______________ Resume Attached: YES ___ NO ___
Position Title/Location: ______________________________________________
Initial Phone Interview Questions for the Specific Position
To start out your list of specific phone interview questions, you will want to develop a question that will assess the experience of the candidate in the position you are recruiting.
Sample Candidate Question
How many years of inventory management experience do you have?List the Candidate’s Response:
Then, you need to develop a question that will assess the experience of the candidate that is specific to your needs.
Sample Candidate QuestionTell me about your experience with an inventory of over half a million parts.List the Candidate’s Response:
You will next want to develop another question that will assess the experience of the candidate that is specific to your needs.
Sample Candidate QuestionTell me about your experience with computerized inventory control systems.List the Candidate’s Response:
Finally, develop a question that will assess your candidate’s educational background and training.
Sample Candidate QuestionDescribe your educational background and experience.List the Candidate’s Response:
Next, inquire about the candidate’s salary expectations.
Sample Candidate QuestionNot to limit you or commit you to a certain dollar figure, but what’s the minimum salary you’d consider right now to accept another position?List the Candidate’s Response:
Ask About Facts Relevant to Your Company’s Background Checking
Are you willing to agree to take a drug test, and have a criminal background check, references checks, educational background checks, and others as appropriate for this position? YES __________ NO ___________
Learn About Past Company and Job in the Phone Interview
If the candidate’s responses to the above interview questions satisfy the phone interviewer, depending on the position, these are additional relevant questions to ask.
Sample Candidate QuestionWhat size was the organization where you last worked in terms of revenue and employees?List the Candidate’s Response:
Sample Candidate QuestionWhat were the organization’s primary products and markets?List the Candidate’s Response:
Sample Candidate QuestionIf the person had reporting staff, how many people reported to you directly – what were their titles?List the Candidate’s Response:
Sample Candidate QuestionIf the candidate is not currently working, ask why and when did you leave your most recent position?List the Candidate’s Response:
Sample Candidate QuestionHow have you spent your time since you left your most recent position?List the Candidate’s Response:
Ending the Phone Interview
If the candidate’s responses to these questions satisfy the phone interviewer, proceed to schedule an onsite interview. If not, tell the candidate that you have other candidates who appear from the phone interview to have credentials and experience that more closely match the expectations of the position. End the phone interview politely and professionally with a thank you for taking the time to apply for the job.
What Is a Phone Interview or Screen?
In a phone screen meeting, an employer interviews potential employees who appear qualified for the advertised job after the resume and cover letter are reviewed. These meetings, by phone, are conducted by one person, usually the hiring manager or a Human Resources staff member, who ask the same basic questions of each candidate they call.
You ask each candidatethe same basic questions during a phone screen to give you a basis for comparison of the skills and responses of each person. It is also likely that during your phone interview, your candidate’s responses may lead you to ask additional different follow-on questions. This is fine as long as you ask the same list basic of questions to avoid any possibility of unconscious bias or any possibility of discrimination.
The phone screen allows the employer to determine if the candidate’s qualifications, experience, workplace preferences, cultural fit, and salary needs are congruent with the position and the organization. The phone screen saves managerial time (and in organizations that use a hiring team to interview prospective employees—staff time) and eliminates unlikely candidates.
While developing a set of customized phone screen questions for each position you are attempting to fill is the recommended approach, use these phone screen best practices to guide you.
Phone Interview Best Practices
During a phone screen, your goal is to eliminate your least qualified candidates to save onsite staff time and money. Additionally, you are hoping that your most qualified, mission compatible prospects rise to the top. During a phone screen, you are also looking for hints that the candidate’s needs are congruent with the offerings and culture provided by your organization.
You want to ask enough questions during the phone interview to determine if the person is a viable candidate. Remember, you have already screened many resumes and applications to come up with your short list of applicants eligible for a phone screen.
The applicants that you will phone interview should be your best prospects at this point in your recruitment process. If a candidate was sorted into your “maybe” resume stack, the candidate is unlikely to surpass the prospects you definitely identified as your top candidates. Don’t waste your time—or theirs—in a phone interview unless their credentials and experience were in your top tier of candidates.
Are you interested to know what you should be able to expect from the candidate during the phone interview? See these recommended phone screen interview questions.
Sample Questions for an Effective Phone Interview
Candidate’s Name: ______________________________________________
Today’s Date: ______________ Resume Attached: YES ___ NO ___
Position Title/Location: ______________________________________________
Initial Phone Interview Questions for the Specific Position
To start out your list of specific phone interview questions, you will want to develop a question that will assess the experience of the candidate in the position you are recruiting.
Sample Candidate Question
How many years of inventory management experience do you have?List the Candidate’s Response:
Then, you need to develop a question that will assess the experience of the candidate that is specific to your needs.
Sample Candidate QuestionTell me about your experience with an inventory of over half a million parts.List the Candidate’s Response:
You will next want to develop another question that will assess the experience of the candidate that is specific to your needs.
Sample Candidate QuestionTell me about your experience with computerized inventory control systems.List the Candidate’s Response:
Finally, develop a question that will assess your candidate’s educational background and training.
Sample Candidate QuestionDescribe your educational background and experience.List the Candidate’s Response:
Next, inquire about the candidate’s salary expectations.
Sample Candidate QuestionNot to limit you or commit you to a certain dollar figure, but what’s the minimum salary you’d consider right now to accept another position?List the Candidate’s Response:
Ask About Facts Relevant to Your Company’s Background Checking
Are you willing to agree to take a drug test, and have a criminal background check, references checks, educational background checks, and others as appropriate for this position? YES __________ NO ___________
Learn About Past Company and Job in the Phone Interview
If the candidate’s responses to the above interview questions satisfy the phone interviewer, depending on the position, these are additional relevant questions to ask.
Sample Candidate QuestionWhat size was the organization where you last worked in terms of revenue and employees?List the Candidate’s Response:
Sample Candidate QuestionWhat were the organization’s primary products and markets?List the Candidate’s Response:
Sample Candidate QuestionIf the person had reporting staff, how many people reported to you directly – what were their titles?List the Candidate’s Response:
Sample Candidate QuestionIf the candidate is not currently working, ask why and when did you leave your most recent position?List the Candidate’s Response:
Sample Candidate QuestionHow have you spent your time since you left your most recent position?List the Candidate’s Response:
Ending the Phone Interview
If the candidate’s responses to these questions satisfy the phone interviewer, proceed to schedule an onsite interview. If not, tell the candidate that you have other candidates who appear from the phone interview to have credentials and experience that more closely match the expectations of the position. End the phone interview politely and professionally with a thank you for taking the time to apply for the job.
What Is a Phone Interview or Screen?
In a phone screen meeting, an employer interviews potential employees who appear qualified for the advertised job after the resume and cover letter are reviewed. These meetings, by phone, are conducted by one person, usually the hiring manager or a Human Resources staff member, who ask the same basic questions of each candidate they call.
You ask each candidatethe same basic questions during a phone screen to give you a basis for comparison of the skills and responses of each person. It is also likely that during your phone interview, your candidate’s responses may lead you to ask additional different follow-on questions. This is fine as long as you ask the same list basic of questions to avoid any possibility of unconscious bias or any possibility of discrimination.
The phone screen allows the employer to determine if the candidate’s qualifications, experience, workplace preferences, cultural fit, and salary needs are congruent with the position and the organization. The phone screen saves managerial time (and in organizations that use a hiring team to interview prospective employees—staff time) and eliminates unlikely candidates.
While developing a set of customized phone screen questions for each position you are attempting to fill is the recommended approach, use these phone screen best practices to guide you.
The phone screen allows the employer to determine if the candidate’s qualifications, experience, workplace preferences, cultural fit, and salary needs are congruent with the position and the organization. The phone screen saves managerial time (and in organizations that use a hiring team to interview prospective employees—staff time) and eliminates unlikely candidates.
The phone screen allows the employer to determine if the candidate’s qualifications, experience, workplace preferences, cultural fit, and salary needs are congruent with the position and the organization. The phone screen saves managerial time (and in organizations that use a hiring team to interview prospective employees—staff time) and eliminates unlikely candidates.
Phone Interview Best Practices
During a phone screen, your goal is to eliminate your least qualified candidates to save onsite staff time and money. Additionally, you are hoping that your most qualified, mission compatible prospects rise to the top. During a phone screen, you are also looking for hints that the candidate’s needs are congruent with the offerings and culture provided by your organization.
You want to ask enough questions during the phone interview to determine if the person is a viable candidate. Remember, you have already screened many resumes and applications to come up with your short list of applicants eligible for a phone screen.
The applicants that you will phone interview should be your best prospects at this point in your recruitment process. If a candidate was sorted into your “maybe” resume stack, the candidate is unlikely to surpass the prospects you definitely identified as your top candidates. Don’t waste your time—or theirs—in a phone interview unless their credentials and experience were in your top tier of candidates.
Are you interested to know what you should be able to expect from the candidate during the phone interview? See these recommended phone screen interview questions.
The applicants that you will phone interview should be your best prospects at this point in your recruitment process. If a candidate was sorted into your “maybe” resume stack, the candidate is unlikely to surpass the prospects you definitely identified as your top candidates. Don’t waste your time—or theirs—in a phone interview unless their credentials and experience were in your top tier of candidates.
The applicants that you will phone interview should be your best prospects at this point in your recruitment process. If a candidate was sorted into your “maybe” resume stack, the candidate is unlikely to surpass the prospects you definitely identified as your top candidates. Don’t waste your time—or theirs—in a phone interview unless their credentials and experience were in your top tier of candidates.
Sample Questions for an Effective Phone Interview
Candidate’s Name: ______________________________________________
Today’s Date: ______________ Resume Attached: YES ___ NO ___
Position Title/Location: ______________________________________________
Initial Phone Interview Questions for the Specific Position
To start out your list of specific phone interview questions, you will want to develop a question that will assess the experience of the candidate in the position you are recruiting.
Sample Candidate Question
How many years of inventory management experience do you have?List the Candidate’s Response:
Then, you need to develop a question that will assess the experience of the candidate that is specific to your needs.
Sample Candidate Question
How many years of inventory management experience do you have?List the Candidate’s Response:
How many years of inventory management experience do you have?
Sample Candidate QuestionTell me about your experience with an inventory of over half a million parts.List the Candidate’s Response:
You will next want to develop another question that will assess the experience of the candidate that is specific to your needs.
Sample Candidate QuestionTell me about your experience with an inventory of over half a million parts.List the Candidate’s Response:
Sample Candidate Question
Tell me about your experience with an inventory of over half a million parts.
Sample Candidate QuestionTell me about your experience with computerized inventory control systems.List the Candidate’s Response:
Finally, develop a question that will assess your candidate’s educational background and training.
Sample Candidate QuestionTell me about your experience with computerized inventory control systems.List the Candidate’s Response:
Tell me about your experience with computerized inventory control systems.
Sample Candidate QuestionDescribe your educational background and experience.List the Candidate’s Response:
Next, inquire about the candidate’s salary expectations.
Sample Candidate QuestionNot to limit you or commit you to a certain dollar figure, but what’s the minimum salary you’d consider right now to accept another position?List the Candidate’s Response:
Ask About Facts Relevant to Your Company’s Background Checking
Are you willing to agree to take a drug test, and have a criminal background check, references checks, educational background checks, and others as appropriate for this position? YES __________ NO ___________
Sample Candidate QuestionDescribe your educational background and experience.List the Candidate’s Response:
Describe your educational background and experience.
Sample Candidate QuestionNot to limit you or commit you to a certain dollar figure, but what’s the minimum salary you’d consider right now to accept another position?List the Candidate’s Response:
Not to limit you or commit you to a certain dollar figure, but what’s the minimum salary you’d consider right now to accept another position?
Learn About Past Company and Job in the Phone Interview
If the candidate’s responses to the above interview questions satisfy the phone interviewer, depending on the position, these are additional relevant questions to ask.
Sample Candidate QuestionWhat size was the organization where you last worked in terms of revenue and employees?List the Candidate’s Response:
Sample Candidate QuestionWhat were the organization’s primary products and markets?List the Candidate’s Response:
Sample Candidate QuestionIf the person had reporting staff, how many people reported to you directly – what were their titles?List the Candidate’s Response:
Sample Candidate QuestionIf the candidate is not currently working, ask why and when did you leave your most recent position?List the Candidate’s Response:
Sample Candidate QuestionHow have you spent your time since you left your most recent position?List the Candidate’s Response:
Ending the Phone Interview
If the candidate’s responses to these questions satisfy the phone interviewer, proceed to schedule an onsite interview. If not, tell the candidate that you have other candidates who appear from the phone interview to have credentials and experience that more closely match the expectations of the position. End the phone interview politely and professionally with a thank you for taking the time to apply for the job.
Sample Candidate QuestionWhat size was the organization where you last worked in terms of revenue and employees?List the Candidate’s Response:
What size was the organization where you last worked in terms of revenue and employees?
Sample Candidate QuestionWhat were the organization’s primary products and markets?List the Candidate’s Response:
What were the organization’s primary products and markets?
Sample Candidate QuestionIf the person had reporting staff, how many people reported to you directly – what were their titles?List the Candidate’s Response:
If the person had reporting staff, how many people reported to you directly – what were their titles?
Sample Candidate QuestionIf the candidate is not currently working, ask why and when did you leave your most recent position?List the Candidate’s Response:
If the candidate is not currently working, ask why and when did you leave your most recent position?
Sample Candidate QuestionHow have you spent your time since you left your most recent position?List the Candidate’s Response:
How have you spent your time since you left your most recent position?
Ending the Phone Interview
If the candidate’s responses to these questions satisfy the phone interviewer, proceed to schedule an onsite interview. If not, tell the candidate that you have other candidates who appear from the phone interview to have credentials and experience that more closely match the expectations of the position. End the phone interview politely and professionally with a thank you for taking the time to apply for the job.
If the candidate’s responses to these questions satisfy the phone interviewer, proceed to schedule an onsite interview. If not, tell the candidate that you have other candidates who appear from the phone interview to have credentials and experience that more closely match the expectations of the position. End the phone interview politely and professionally with a thank you for taking the time to apply for the job.
