Before moving candidates to the in-person interview stage, many employers begin with a phone interview or screening. This initial conversation helps identify the most suitable applicants early in the process, saving time and ensuring that only qualified candidates move forward.
Screening interviews also offer candidates a chance to ask questions about the role that might not have been answered in the job description. It’s a two-way conversation—helping both parties assess whether progressing to the next stage is worthwhile.
To help guide your screening process, here are some effective and essential questions you can ask to evaluate a candidate’s fit for the role and your organisation.
It’s important to discuss salary expectations early in the process to ensure alignment between what the candidate is seeking and what the role offers. This question serves two purposes:
• It helps determine whether the candidate’s compensation expectations fit within your budget for the role.
• It offers insight into whether the candidate’s level of experience and seniority matches the position.
For example, if the role is budgeted at £30,000 and the candidate is seeking £50,000, this could indicate they are overqualified or have different expectations than the role can realistically meet. Having this conversation early helps avoid any surprises down the line.
If the role involves travel, it’s essential to be upfront about what this entails. Some positions require frequent travel—locally, nationally, or even internationally—while others involve occasional site visits. Clearly explain the travel expectations, including the frequency, duration, and nature of travel.
Asking whether the candidate is comfortable with these requirements ensures they can meet the demands of the role and helps avoid potential issues with availability or preferences later.
This question offers insight into the candidate’s motivations and professional goals. Understanding why someone is leaving their current position can help determine whether your role addresses their concerns and aspirations.
For example, if they are looking for career progression and your role has limited opportunities for advancement, this might not be the best match. Additionally, the way candidates speak about their current employer can reveal a lot about their professionalism and approach—respectful and objective responses reflect well, while negative comments may raise concerns.
Work environments vary significantly from one organisation to another. Some roles are highly collaborative, others require independent work; some offer flexibility, while others are structured and traditional.
By asking candidates about their preferred working environment—whether they favour autonomy, teamwork, remote work, or a structured office routine—you can assess how well they might adapt to and thrive within your company culture. Ensuring this fit can have a significant impact on long-term job satisfaction and performance.
Timing is an important logistical consideration. While many candidates will need to provide notice to their current employer, others may have additional circumstances such as relocation or existing commitments.
Asking about start date availability helps you understand their timeline and decide if it aligns with your organisation’s needs. It also allows you to plan ahead and be flexible where appropriate, ensuring a smooth onboarding process.
Even if qualifications were detailed in your job advertisement, it’s important to verify that candidates meet the essential requirements.
For instance, if you’re hiring for a regulated position, such as a delivery driver, you’ll want to confirm they hold the appropriate driving licence. Similarly, for a healthcare role like a dental hygienist, ensure they are licensed and have the required educational background.
Confirming this information early prevents delays later in the process and ensures that the candidate is legally and practically capable of fulfilling the role’s duties.
Understanding what a candidate wants from their next position helps assess whether your role will meet their expectations and career goals. Are they looking for growth opportunities, a better work-life balance, or a change in industry?
If their priorities align with what your organisation and the role can offer, it’s a promising sign that they will be engaged and satisfied if hired. On the other hand, if there’s a mismatch, it’s better to identify it early to avoid future issues.
Phone interviews are a powerful tool for identifying the most suitable candidates before committing to in-person meetings. These conversations allow you to gather crucial information about a candidate’s qualifications, expectations, and overall fit for the role and your organisation.
By asking thoughtful and relevant questions during the phone screening process, you can make more informed decisions about which applicants to progress to the next stage. Ultimately, this leads to a more efficient hiring process and increases the chances of finding the right person for the job—someone who is not only qualified but also aligned with your team and business goals.
