Phone screen questions: 20 questions recruiters ask, plus a 15-minute script

A phone screen is a short call, usually 15–20 minutes, to check that a candidate meets the must-haves before you spend time on a full interview. Ask the same handful of questions to everyone: what they do now, why they are interested, the hard requirements like location, hours and pay, and when they can start. Then decide quickly and tell them the next step.

What a phone screen should and should not do

20 phone screen questions, by what they test

Pick six to eight for each role. Asking the same questions to every candidate makes the answers comparable and the process fairer.

Background and current role

• Can you walk me through what you do in your current role?
• What does a normal day or shift look like for you?
• Which part of your work are you best at?
• Why are you looking at a new role now?

Motivation and fit

• What made you interested in this job?
• What do you know about us so far?
• What would make you say yes to an offer?
• What would make you turn one down?

Must-have requirements

• This role is based in [location]. Does that work for you?
• The hours are [schedule]. Is that possible for you?
• Do you have [licence, certification or right to work] that the role requires?
• The pay range is [range]. Does that match what you are looking for?
• When could you start, and do you have a notice period?

Skills and experience

• Tell me about a time you used [key skill] at work.
• Which tools or systems have you used for [task]?
• What is the most difficult situation you have handled in a role like this?

Process and logistics

• Are you in other hiring processes at the moment?
• How do you prefer us to contact you?
• What questions do you have for me?
• Is there anything that would stop you from taking this job if offered?

A 15-minute phone screen script

• Minute 0–2: introduce yourself, confirm the candidate has time, explain how long the call takes
• Minute 2–4: describe the role in three sentences: what, where, pay range
• Minute 4–10: ask your six to eight chosen questions and take short notes
• Minute 10–13: answer the candidate's questions
• Minute 13–15: explain the next step and when they will hear from you

Red flags to listen for

• Cannot describe what they actually did, only what the team did
• Must-haves do not match, for example hours or location, and the candidate avoids saying so
• No interest in the role itself, only in leaving the current job
• Pay expectations far outside the range with no flexibility

One weak answer is not a red flag on its own. Look for patterns, and write down what the candidate said, not your impression.

How to score a phone screen

Use a simple scale per area, for example 1–3: does not meet, meets, exceeds. Score straight after the call. Any must-have marked does not meet means a no, regardless of the rest. For the full interview, move on to a scorecard with more criteria.

Screening at volume

If you hire many people for the same role, a phone call for every applicant does not scale. Put the must-have questions into the application itself, so that only people who meet them reach the call. SmartHire does this for you: we run the campaigns, screen applicants against your requirements and send you only those who match, usually starting within 3–5 days.

How long should a phone screen be?

Fifteen to twenty minutes is enough for most roles. If you need longer, you are probably running an interview instead of a screen.

What should you not ask in a phone screen?

Avoid questions about age, marital status, pregnancy or family plans, religion, health, disability or nationality. Ask about the requirement instead, for example whether the candidate can work the scheduled hours or has the right to work.

Who should do the phone screen?

Usually the recruiter or the hiring manager. What matters most is that the same person, or people using the same questions, screens every candidate for the role.