What is a phone screen?
A phone screen interview is a preliminary interview used to quickly gauge whether a candidate could be right for the position. A positive phone screen can signal that a person should be brought in for a more in-depth face-to-face or virtual meeting.
This interview style is also useful for eliminating applicants who likely aren’t the best choice for your company. If the phone screen goes poorly or you realize it isn’t a great match, there’s no need to invest energy in the next step, saving time for both parties.
Prepping for a phone screen interview
Good preparation can help you get the most out of each interview. Here’s what to do before conducting a screening call.
Look over the resume
Scanning resumes in advance gives you a better understanding of your interviewee. That way, you’ll be ready with questions before you even dial the phone. Plus, candidates can usually tell when you haven’t glanced at their information. Being prepared shows them you’re serious about the hiring process and value their time.
Start with a clean slate
Phone screenings can help you determine which applicants are ready to move on to an in-person interview. But biases can cloud your judgment and interrupt the process.
Avoid making decisions based on a person’s resume alone—a great phone call could mean a person is worth pursuing despite any potential red flags on paper. Taking steps to reduce your unconscious biases can help you build a healthy workplace beyond the interview stage.
Know what matters to you
While it’s important to be impartial, keeping the company’s needs in mind during each call is a good idea. After all, phone screens are meant to simplify the hiring process.
Identify your non-negotiables before you start screening. This can include everything from experience level to a willingness to relocate to a certain shift availability. Knowing which attributes you can’t live without makes it easier to evaluate candidates quickly.
Be ready to discuss
An effective interview is more than just a line of questioning. Besides evaluating applicants, you’ll be clarifying aspects of the position and the next steps in the hiring process. The call also gives applicants the chance to gather information for themselves, so be prepared to field questions and offer further explanations.
What to look for in a phone screening call
Getting prepared is only the first step. To conduct effective phone screenings, you’ll need to understand which attributes quality candidates typically display. Here are some things to look for during each conversation.
Compatible availability
An applicant’s availability is one of the most important things to know. As an employer, the shift or schedule is often inflexible, so a lack of availability could immediately disqualify a candidate.
For other companies, relocation and willingness to travel could be the deciding factors. In these cases, determining an applicant’s flexibility is a key part of the screening process.
Appropriate salary expectations
While you won’t need to negotiate salaries during the initial phone screen, it’s a good idea to establish a candidate’s expectations early on. For example, if they’re looking for higher compensation than your company can offer, they might not be the right fit for your team.
Discussing salary over the phone can also help you decide how much negotiation room you have later on. Simply asking “What is your ideal salary range for this position?” can give you enough information to work with.
Mutual interest
It’s natural for applicants to scope out multiple positions at once, sometimes sending out dozens of resumes at a time. But as an employer, it’s important to make sure your position goes to someone who is genuinely interested in it.
Asking candidates why they applied is an easy way to gauge their source of motivation. Alternatively, asking what interests them about the role may prompt a unique discussion with a motivated applicant.
Company knowledge
Besides showing interest in the position, a self-starting candidate will likely have some basic knowledge about the company. This doesn’t necessarily mean they should have an insider-level understanding. But if you ask what they know about your products or services, most quality candidates will have an answer.
Resume verification
Unfortunately, you may come across applicants who embellish accomplishments on their resumes to get an interview. Phone screenings can be a good way to check for accuracy. Simply ask some questions for verification—if the answers are inconsistent, it could be a red flag.
Background clarification
Some resumes might raise some questions, such as those with gaps or frequent job changes. Instead of eliminating these candidates, use the phone screening as a chance to gain some clarification.
Asking questions like “Why are you leaving your current position?” and “Tell me about this gap in your resume” can clear up inconsistencies. In many cases, a simple explanation may be all you need to dismiss any concerns.
What not to look for in a phone screen interview
While identifying quality attributes in candidates are valuable, avoiding negative signs is just as important. Here are some red flags to look out for in each screening call.
A negative attitude
It’s normal for candidates to be nervous during an interview, even one over the phone. But a negative attitude could signal that a candidate isn’t the right fit for your team. Besides rudeness, indifference to the discussion may also demonstrate a lack of motivation.
Lack of questions
A good phone screening flows as a discussion between two potential colleagues. In most cases, applicants will have a few points to clarify, which can be a useful gauge of their interest and engagement.
Inability to listen
Quality team members can listen as well as they can speak. For an employer, the phone screening is the first opportunity to evaluate communication skills.
During the conversation, be on the lookout for signs that the candidate isn’t actively listening. While it might be just a case of nerves, it may also warn you of a deeper problem.
FAQs about phone screens
Need more phone screen interview tips? Here are some frequently asked questions that might help.
What sort of questions should I ask during a phone screening?
Phone screenings are relatively quick, so it’s good to identify key information right away. This means asking about availability, salary expectations and the applicant’s interest in the position. Then you can move into questions that clarify their background and verify any gaps in their resume.Check out these phone interview questions to ask candidates.
How many candidates should I contact for a phone interview?
A phone screen interview is beneficial partly because it can help you identify which candidates should move on to a more in-depth interview.. That means you’ll screen any candidate whose resume isn’t immediately disqualified. The number of phone screens you conduct will depend on how many applicants you have.
