Even with video interviews, texting, and instant scheduling, the phone screen (or quick intro call) remains one of the fastest ways to confirm three things early about a candidate in the hiring process:
- Can this person do the job?
- Will this person do the job (availability, motivation, expectations)?
- Should we invest time in a longer interview?
A great phone screen speeds up hiring and protects quality. A messy one creates bias, inconsistency, and delays—exactly what you can’t afford in a competitive market.
Use a Consistent Structure (but keep it human)
Consistency is what makes screening fair and effective. By using the same core questions for every candidate applying for the same role—then adding tailored follow-ups based on their responses—you create a structured, equitable process. Hireology’s recruitment platform has taken the guesswork out of interviewing with our Interview Guides: curated sets of questions that ensure every hiring manager evaluates candidates using the same criteria. Interview guides are conveniently located within Hireology’s platform and allows you to easily move to scheduling an interview with Hireology’s interview scheduling tool.
A modern phone screen typically works best in 15–25 minutes (longer only for complex roles).
Recommended Flow
- Quick intro + expectations (2 minutes)
- Role fit basics: schedule, location, must-haves (3–5 minutes)
- Experience + performance prompts (6–10 minutes)
- Pay range + logistics (2–4 minutes)
- Candidate questions + next steps (2–4 minutes)
Start with a Strong Introduction (and set the tone)
Before diving into questions, align on what the call is—and isn’t.
Example Opener Script
- “Thanks for taking the time today—this will take about 20 minutes.”
- “I’ll ask a consistent set of questions we ask every candidate for this role.”
- “At the end, I’ll share next steps and you’ll have time for questions.”
Then give a 30-second overview of:
- What the role does
- What success looks like (briefly)
- What the hiring timeline generally is
Phone Screening Questions to Ask
1) “What interested you in this role, and what stood out about our company?”
This replaces the outdated “How did you find out about the role?” as the primary question. You still learn sources—but more importantly you learn intent.
What you’re listening for:
- Did they read the posting, understand the work, and have a clear reason?
- Are they applying broadly or specifically?
Optional follow-up: “And where did you first see the opening?”
2) “What would make you leave your current role (or what made you leave your last one)?”
This version is more practical and less leading than “Why are you looking?” It surfaces real motivators: schedule, growth, leadership, commute, pay, stability.
Watch for:
- Patterns of conflict without ownership
- Vague answers that don’t connect to what they want next
- Professional clarity and maturity
3) “What does success look like for you in the next 6–12 months?”
Career goals still matter, but in 2026 many candidates are balancing stability, flexibility, and growth. This timeframe gets more honest answers than “Where do you see yourself in five years?”
Follow-up: “What kind of team or manager helps you do your best work?”
4) “Walk me through the work you enjoy most—and the work you don’t want to do every day.”
This is still one of the best fit questions, especially for frontline and high-volume roles where the day-to-day is non-negotiable.
What you’re validating:
- Alignment with the job’s real tasks
- Potential mismatches (e.g., dislikes paperwork for admin roles, hates customer interaction for service roles)
5) “Tell me about a recent accomplishment you’re proud of at work. What was your role, and how did you measure results?”
Instead of reviewing the resume line-by-line, ask for proof of impact.
Listen for:
- Specific examples (not generalities)
- Ownership and problem-solving
- How they define “good work”
Optional follow-up: “What feedback did you get from your manager or customers?”
6) “What’s your availability and what constraints should we plan around?”
This question is essential today and should happen early enough to avoid wasted steps.
Cover what applies:
- Start date
- Shift preferences
- Weekends/holidays
- Overtime expectations
- Travel requirements
7) “Do you have any questions for me about the role or the team?”
Strong candidates usually ask thoughtful questions. The type of questions matters more than the number.
Great candidate questions often include
- “What does success look like in the first 30/60/90 days?”
- “How do you train new hires?”
- “What are the busiest times or biggest challenges for your team?”
- “How is performance measured at your organization?”
Wrap-up: closing questions that prevent surprises
Before ending the interview, it’s important to confirm timing and interest.
Closing questions
- “What’s your timeline for making a move?”
- “Are you in other interview processes we should be aware of?”
- “Is there anything important we haven’t covered that would affect your ability to do this job?”
Then set expectations clearly:
- Who will follow up
- What the next step is (interview, assessment, reference check, etc.)
- When they’ll hear back
Make Your Phone Screens Faster, Fairer, and Easier to Run
Phone screens work best when they’re repeatable. Use a shared scorecard (even a simple one) and keep notes tied to job requirements—not “vibes.” That’s how you reduce bias, improve quality, and move candidates forward faster. With Hireology’s automatic interview scheduling, you can move top candidates forward and scheduled interviews instantly—no calendar tag, no delays, just a seamless candidate experience that helps you hire before your competition does.
