9 Phone Interview Questions to Ask Candidates

9 phone interview questions to ask

1. Tell me about yourself.

Like any interview, a phone screening can be nerve-wracking for candidates. To ease them in, kick off the conversation with this common question.

The answers you receive help you understand the applicants’ priorities and how they see 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.

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

When hiring for a job with specific and nonnegotiable education, licensing or certification requirements, such as a lawyer or nurse, it’s important to ensure candidates meet the requirements in your state. 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.

3. Are you willing and able to travel?

If applicable, explain the travel requirements for the open position, and ask if candidates are comfortable with this aspect of the job. Some people 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 kind of travel they can expect (e.g., 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.

Pay close attention to the way candidates describe their ideal interactions with colleagues—if they’re seeking a role that offers collaboration and teamwork, they may be less motivated in a job that requires independent work.

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 candidate’s compensation requirements align with the salary you’ve budgeted for the role.
Professional fit: The candidate’s salary expectations can help you understand if the candidate is at the appropriate professional level for the job. For example, if they want an annual salary of $150,000, but you’ve only budgeted $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 essential 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 move up 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 shows 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 need to give their current employers at least two weeks’ notice before starting a new job. 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 with the interview process.

9. Do you have any questions?

At the end of the phone interview, give candidates the opportunity to ask questions. It’s a chance for candidates to determine if the role and company are right for them, and it helps you understand their level of interest and engagement.

Pay attention to the 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:

Create a shortlist of candidates to screen. Before scheduling phone interviews, identify the applicants who fulfill your must-have requirements, and add them to a shortlist. Consider sending a candidate rejection email to the remaining applicants to let them know they didn’t make it to the next round.
Determine your needs beyond the job description. Think about what you need in a new employee besides experience, education and skills. For example, do you need someone who’s available to start working immediately, or can you wait a few weeks or months? Do you need someone who is open to relocation or travel?
Be ready to discuss the role and 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.
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 sidetracked, 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 try to 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 thoughtfully chosen to interview, which can create a better candidate experience.

FAQs about phone interview questions to ask candidates

How many questions should be in a phone screen interview?

The ideal number of questions for a phone interview is around five to 10. Be open to asking follow-up questions based on the applicants’ answers.

What questions should you ask at an in-person interview instead of a phone screen interview?

In-depth questions that require longer answers should be saved for an in-person interview. The same goes for interview questions that involve personal stories, such as “What is your communication style?” or “Can you tell me about a time you overcame a challenge at work?”

Why is a phone screening necessary if a candidate meets the requirements on paper?

A phone screening helps you determine whether candidates are suited for the job and the company. It also provides clarity about the candidate’s schedule, expectations and willingness to travel—details that aren’t always apparent in a resume or cover letter.

Phone Interview Questions to Ask Candidates