Phone Screen: Common Phone Screening Questions

A phone screen or screening interview is a short, first-round interview that occurs over the phone. A human resources representative, like a recruiter, typically conducts a phone screen rather than someone from the hiring team. This brief interview aims to determine if the applicant meets the necessary criteria for the job and seems, at first impression, like they are a good fit to move forward in the hiring process. A phone screen interview can be a voice or video call. If an interviewee moves past the phone screen, they may have additional phone calls with the hiring team or an in-person interview.

A phone screen differs from a phone interview in several key ways, including through the:

• Interviewer: A recruiter conducts phone screens and chooses the best candidates to move forward in the interview process. The hiring manager and/or other future coworkers then interview the candidates by phone or video conference.
• Material covered: Phone screens are usually the second step in the job search after the application. They typically only ask a few questions about your past roles, but don’t get as granular. If you make it to the next stage, you may have phone interviews or face-to-face interviews. These will likely be much more specific about your experience and skills. An interviewer at this stage is more intimately familiar with the needs of the role for which you have applied and can see how your past experiences may translate into this job.
• Number of interviews: For any job, you will likely only have one phone screen. However, you may have several interviews after that. For example, if applying to a management position within a team, you may have interviews with the hiring manager (likely the person who you will answer to in this role) as well as a few direct reports. Altogether, these interviews give a team a complete picture of a candidate.
• Time spent: Phone screens are generally brief conversations that last about thirty minutes. A phone interview may last anywhere from thirty minutes to several hours.

There are several things you can do to prepare for a phone screen. Use these phone interview tips to make sure you’re ready to give a thoughtful interview:

• Prepare follow-up questions. Asking thoughtful questions is a great way to show your interest in the role and gain additional insight into the company culture. Prepare a list of questions to ask at the end of your interview.
• Rehearse key points. The recruiter will likely ask you why you’re interested in the role and why you would be a good fit. Practice your answers to these questions out loud. Practicing will help you feel less nervous when you get on the phone.
• Review your résumé. The purpose of the phone screen is for a recruiter to determine which candidates have the basic qualifications needed for the job so they can decide who should move to the next round. Review your résumé thoroughly, so you’re prepared to speak about your experience and qualifications.
• Use the STAR format. If the interviewer asks you behavioral questions, use the STAR interview method when answering. STAR is an acronym for situation, task, action, result, a technique to show hiring managers that you demonstrate competency, as well as how you would react to situations that could arise in the role as a potential employee.

After your phone screen interview, follow up with the recruiter by sending a thank you note. Keep your tone professional and thank them for their time. You can attach your résumé and cover letter if they want to review your information.

Review this list of the most common phone interview questions to prepare for your next phone screen:

• Describe your passions and interests.
• Do you have salary requirements (or salary expectations)? What is your ideal salary range?
• Tell me about your current job and responsibilities.
• Tell me about yourself.
• What are you looking for in your next job?
• Where do you see yourself in five years?
• What are your greatest strengths and weaknesses?
• What are your qualifications?
• What is your management style?
• Why are you a good fit for this role? What skill set do you bring to the table?
• Why do you want a new job?
• Why do you want this job? What about the job description is exciting to you?
• Why do you want to leave your current role?
• Why do you want to work here?

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