What is a phone screen?

A phone screen is a brief conversation with a candidate who has recently submitted a resume or application. During the phone screen, you ask basic questions to learn more about them. Their answers can help you determine whether to invite them to formally interview for an open position.

What is the meaning of “screened”?

When used as a verb, “screened” means to have vetted a candidate through a phone screening and other methods such as reviewing resumes or checking employment history and references. For example, you might say, “I screened the candidates for the customer service position today.”

As an adjective, “screened” describes a candidate who has already been through the screening process. A shortlist typically contains screened candidates.

What are the benefits of conducting a phone screen?

There are a few reasons why you may wish to conduct a phone screen, including all the following.

Better candidate experience

While you’re deciding whether to hire a candidate, that individual is also determining whether they want to work for your organization. A positive candidate experience can reflect well on your company and may bolster your recruitment efforts.

When you conduct phone screens early in the hiring process, you get in touch with candidates more quickly, reducing their wait time. In addition, contacting candidates soon after they express interest in a position indicates that you value them. As a result, phone screens can make for a better experience for candidates.

Improved hiring process

Phone screens can help get you from a pile of resumes and applications to a shortlist of candidates more seamlessly. A phone conversation can uncover qualifications and skills that might not be fully reflected on a resume or application, helping to ensure that you don’t miss high-quality candidates. It can also help you identify candidates who may look good on paper but aren’t the right fit for your open position early on. The end result is a better shortlist of candidates to interview.

Proactive hiring tool

Proactive hiring is when you begin to build relationships with quality candidates before you have a position to fill. Phone screens can play an important role when shifting to a more proactive hiring model.

Your company can compile a list of general phone screen questions to ask anyone who submits an application or resume. During the phone screen, you can let the candidate know that you don’t currently have an open position but that you’d like to keep their information on file for when something that matches their skill set and future goals becomes available. This way, you can begin to foster a relationship.

Less risk of bias

Bias can unconsciously enter the hiring process, especially when all you have to go on is a resume or application. Asking candidates the same set of screening questions can help make the hiring process more equitable and potentially lead to a more diverse pool of shortlisted candidates.

What are the drawbacks of conducting a phone screen?

For all their benefits, phone screens do have some drawbacks. Read on to explore them.

Time-consuming process

Conducting a phone screen takes time out of your day and requires both prep work and follow-up. If you have a very large pool of interested candidates and need to fill a position quickly, you may not have enough time to screen each one by phone.

Potential for confusion

Candidates may believe that a phone screen is an actual job interview, leading to disappointment and confusion when they learn otherwise. Fortunately, you can lower the likelihood of this occurring by clearly explaining the purpose of the conversation.

Challenges of phone communications

Phone communication can be challenging no matter what the purpose of the call is. Distractions and interruptions can interfere with the conversation, and the inability to rely on visible demeanor can lead to misunderstandings.

What are the parts of a phone screening?

A phone screening typically includes four phases: the introduction, the screening questions, the candidate questions and an explanation of the next steps.

1. Introduction

During the introduction, you thank the candidate for chatting with you and explain that you’d like to ask some questions to get to know them better. Then, you can briefly tell the candidate about your organization and the open position.

2. Screening questions

After you have introduced yourself and your organization, the phone screening proceeds with your list of prewritten questions.

Some examples of questions and prompts that you might wish to ask include:

Tell me about your employment history.
What were your responsibilities at your most recent job?
What were your biggest challenges in that role? What did you do to address them?
Why are you looking for a new job?
Why are you interested in working for us?
Where do you see yourself in 10 years?

3. Candidate questions

Once you reach the end of your questions, ask the candidate if they have any for you.

4. Next steps

The final step of the process is an explanation of next steps. Reiterate that the phone screen is a preliminary step to determine who to interview for the position. Let the candidate know that you’ll be in touch soon. When possible, provide a time frame for when they can expect to hear from you.

Tips for conducting a phone screen successfully

To make the most of a phone screen, follow these tips.

1. Reach out before you call

Phone screens shouldn’t be surprises. Contact the candidate via email to set up a time to chat. In your message, let them know that the conversation isa preliminary screening for the position.

2. Take detailed notes

During the phone screen, take detailed notes about the candidates’ answers and jot down any observations that you make. Some organizations record screening conversations. If you wish to make a recording of the call, get the candidate’s permission first.

3. Follow up promptly

After the phone screening, send an email to the candidate thanking them for their time and repeating the next steps discussed in the call. Following up soon after the conversation shows the candidate that you appreciate them.

4. Avoid certain questions

During a phone screening, avoid asking questions that could open the doors to discrimination. Avoid topics like the candidate’s age, race, ethnicity, gender, sexual orientation, country of origin, religion, disability, marital status and family history.

Phone screen FAQs

How is a phone screen different from an interview?

Although both can be conducted by phone, a screen and an interview are different. A phone screen is a brief conversation conducted early in the hiring process to help create a shortlist of qualified candidates. A phone interview is a more in-depth conversation between ashortlisted candidate and the hiring manager. Phone screens are one of the ways that you can eliminate candidates from consideration and decide who to interview.

Who usually conducts a phone screen?

Who conducts a phone screen varies. In some cases, the hiring manager takes responsibility for the task. Alternatively, an HR representative may carry out phone screens.

How long should a phone screening be?

A phone screen normally lasts for 15 to 30 minutes. Whether a candidate asks questions during the screening impacts the length of the conversation.

What are some alternatives to a phone screen?

A phone screen is just one way to screen potential candidates. Instead of screening by phone, some companies provide a screening questionnairefor candidates to fill out when they submit their applications or resumes. Others use Applicant Tracking Software (ATS) to automate the screening process. If you wish, you can combine screening methods. For example, you may generate a shortlist with ATS and then conduct phone screens to further narrow down your pool of candidates.

What is a Phone Screen?

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