9 phone interview questions to ask

The following are potential phone interview questions to ask candidates:

1. Tell me about yourself.

Like any interview, a phone screening can be intimidating for candidates. To make them comfortable, start with this common question. The answers you receive help you understand the applicants’ priorities and how they perceive themselves. Some people may focus on their professional background and relevant experience, while others may discuss personal details and career motivations.

“Tell me about yourself” can also reveal a candidate’s career highlights, including what they believe is their biggest accomplishment or proudest achievement. Keeping the question broad allows the candidate to personalize the reply without being overly personal or non-job related.

2. Do you have the necessary certification, license or degree for this position?

When hiring for a role with specific and nonnegotiable education, licensing or certification requirements, such as a position in law or nursing, it’s important to verify that candidates meet your state’s standards. This question confirms that the person understands the job description and verifies the credentials on their resume.

For example, if you’re hiring a delivery truck driver, you can ask if they have the correct type of driver’s license. If you’re hiring a dental hygienist, make sure candidates have the right education and license. If they’re moving from an area with different requirements, ask if they’re willing to update their credentials.

“Even if certifications are listed on the resume, request confirmation, including expiration dates if applicable. This can save time and effort for all involved.”

—Joe Scotto, HR leader

3. Are you willing and able to travel?

If applicable, explain the travel requirements for the open position and request confirmation that candidates are comfortable with this aspect of the job. Some individuals are comfortable traveling as much as necessary, while others may prefer a job that keeps them close to home.

Discuss the percentage of travel the role demands and the kinds of travel they can expect, such as leaving the state, international flights or long-term business trips. Be as detailed as possible to help candidates self-select into or out of consideration for the job.

4. What are you looking for in your next role?

This common phone interview question can help you determine whether the position is a good fit for the candidate’s skills, work style and career goals. An ambitious and driven candidate might thrive in a job with ample opportunity for advancement. By asking about goals early in the process, you can identify applicants who are likely to enjoy the role.

5. What type of work environment is best for you?

Asking about preferred work environments can help you determine if your company can provide what the candidate needs to be happy, productive and successful. Some professionals prefer an autonomous setting with remote work and flexible hours, while others prefer the structure and oversight of a traditional nine-to-five job.

Clarifying whether the position is in-office, hybrid or remote is an important qualifying step in today’s workforce, and the phone screening session is an appropriate stage to address it.

6. What are your salary expectations?

It’s not always easy to discuss compensation early in the interview process, but it can benefit your company and the candidate. Asking about the person’s expected salary range during a phone screen interview can help you determine two things:

• Budgeted salary: The answer to this question tells you if the compensation requirements align with the salary you’ve budgeted for the role.
• Professional fit: The candidate’s salary expectations can help you determine whether they are at the appropriate professional level for the job. For example, if they seek an annual salary of $150,000, but you’ve only budgeted a competitive salary of $80,000, they may not be the right fit.

If you discover a mismatch between the candidate’s desired salary and your company’s range, it’s helpful to communicate it immediately. This information helps the person decide whether they’re willing to accept a different level of compensation.

7. Why are you leaving your current employer?

This is one of the best questions to ask during phone screen interviews because it helps you understand two key factors:

• Job match: If the applicant’s reason for leaving is something they may also encounter in the position you’re hiring for, it may not be a good match. For example, if the candidate says they’re leaving their current role because they weren’t able to advance in the company, a position with minimal opportunity for career growth may not be the right job.
• Emotional intelligence: This question helps you gauge the candidate’s personality and ability to manage their emotions. If the candidate is respectful of their current employer, it might show maturity and professionalism, particularly if they’re leaving under negative circumstances.

8. If offered a position, how soon would you be able to start?

Candidates often provide about two weeks’ notice as a professional courtesy, though actual notice periods may vary based on employer policies or employment contracts. Some people may need additional time to accommodate a complicated transition, a contract or a relocation. Understanding this timeline early in the interview process helps you decide whether to move forward.

9. Do you have any questions?

At the end of the phone interview, allow candidates to ask questions. This step enables candidates to determine whether the role and company are a good fit for them, and it helps you understand their level of interest and engagement.

Pay attention to their questions. Can you tell if they researched the company? Do they ask about career growth opportunities? Are they interested in finding out more about company culture? These questions can reveal a candidate’s motivations.

How to prepare for phone screen interviews

Writing a list of phone interview questions to ask candidates is an effective way to prepare, but it’s just one part of the process.

Some additional ways to plan and conduct a successful phone interview may include the following:

• Create a shortlist of candidates to screen. Before scheduling phone interviews, identify the applicants who meet your essential requirements and add them to a shortlist. Send a candidate-rejection email to the remaining applicants to let them know they will not be advancing to the next round.
• Determine your needs beyond the job description. Consider the qualities you require in a new employee in addition to experience, education and skills. For example, do you need someone available to start working immediately, or can you wait a few weeks or months? Do you require someone open to relocation or travel?
• Be ready to discuss the role and the company. Phone interviews are an opportunity for candidates to ask questions about the role and the company. Come prepared with notes about important information to share, including details about the job, company culture, values and mission.
• Find a quiet, comfortable space. By blocking out background noise and distractions, you can give your full attention to the applicants and make a professional first impression.

Phone screen interview tips

Effective things you can do to screen candidates over the phone include:

• Fact-check and verify. Ask the candidate to verify the experience, skills and education listed on their resume. Validate key aspects of the resume or specific skills required of the role.
• Listen more than you speak. Give the candidate plenty of time to talk. You can always share details about the position and company at the end of the call.
• Stay focused on the interview. If the conversation gets off-topic, bring it back to the job in question. A focused discussion makes the most of your time and the candidate’s.
• Be consistent in your questions. Using the same list of phone interview questions for every candidate can help you avoid bias and make fairer evaluations. Ask follow-up questions as needed, but stick to the same questions for most of the conversation.
• Show the candidate that you read their resume. Mention the aspects of their work history or education that stood out to you. This strategy shows the person that they were intentionally selected to interview, which can create a better candidate experience.

By incorporating these nine phone interview questions, along with proper preparation and consistent techniques, you can help improve the efficiency of your candidate screening process. This approach may save time, minimize bias and help select the most promising applicants for further interviews.

Looking for more tips? Review Indeed’s Complete Interviewer’s Toolkit.