Phone screen questions to ask candidates
A phone screen has one job: decide whether a full interview is worth everyone's time. That means checking four things fast — real interest, logistics (salary, location, timing), baseline competence, and obvious red flags. It is not the place for deep behavioural questions. Here's a 20–30 minute structure that respects everyone's time.
“What made you apply — what specifically caught your eye?”
What it reveals: Genuine interest vs. shotgun applying. 'Specifically' filters the copy-paste answer.
“Walk me through what you actually do day-to-day in your current role.”
What it reveals: The reality behind the CV title — day-to-day truth often differs wildly from the job title.
“Why are you looking to move?”
What it reveals: Motivations and risks. Running TOWARD something beats running away; badmouthing employers is a portable habit.
“This role is fundamentally about [core responsibility]. Talk me through your closest experience.”
What it reveals: The single competence gate: can they do the core thing? One honest example is enough at this stage.
“What are your salary expectations?”
What it reveals: Alignment before anyone invests hours. Kind to both sides to ask early; share your range too.
“Timing and logistics — notice period, location/hybrid needs, anything else practical?”
What it reveals: Dealbreakers that no amount of interviewing can fix. Five minutes here saves five hours later.
“What does the ideal next role look like for you?”
What it reveals: Whether THIS role matches what they want — a mismatch surfaces now instead of at the offer stage.
“What questions do you have for me?”
What it reveals: Preparation and priorities. No questions at screen stage = low engagement; logistics-only questions are fine here.
How to use this bank
- ✓Timebox hard: 5 min context, 15 min their background + the competence gate, 5 min logistics, 5 min their questions.
- ✓Decide the disqualifiers BEFORE the call (salary band, must-have skill, start date) and check them all — the screen exists to apply them.
- ✓Take structured notes and score pass/fail per gate, not vibes: the screen's output is a clean yes/no on 'full interview?'.
We're building an AI candidate that answers these questions in character — from a real CV — and coaches your follow-ups. Join the early-access list.
FAQ
How long should a phone screen be?
20–30 minutes. Long enough to check motivation, logistics, one core-competence example and answer their questions; short enough that you can screen a full shortlist without it consuming your week. If you regularly need an hour, your job spec or CV filtering is too loose.
Should I discuss salary in a phone screen?
Yes — it's the kindest early question in the process. A salary mismatch discovered at offer stage wastes everyone's hours and goodwill. Ask expectations, share your range, and treat 'we're not aligned' as a successful screen outcome, not a failure.