Candidate Telephone Screening

The telephone interview or candidate screen allows the employer to determine if the candidate's qualifications, experience, workplace preferences and salary needs are congruent with the position and organization. The telephone interview saves managerial time and eliminates unlikely candidates. While I recommend developing a customized interview for each position, this generic interview will guide you.
You want to ask enough questions to determine if the person is a viable candidate. Remember, you have already screened many resumes and applications to come up with your short list of telephone screening candidates. These should be your best prospects at this point in your recruiting process.

Candidate’s Name: ____________________________________________
Today’s Date: ______________ Resume Attached: YES ___ NO ___
Position Title/Location: ________________________________________

Initial Phone Interview for the Specific Position

Develop a question that will assess the experience of the candidate in the position you are recruiting. (Example: How many years of inventory management experience do you have?)
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Develop a question that will assess the experience of the candidate specific to your needs. (Example: Tell me about your experience with an inventory of over half a million parts.)
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Develop a question that will assess the experience of the candidate specific to your needs. (Example: Tell me about your experience with computerized inventory control systems.)
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Describe your educational background and experience.
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Not to limit you or commit you to a certain dollar figure, but what’s the minimum salary you’d consider right now to accept another position?
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Are you willing to agree to have a drug test, a criminal background check, references checks, educational background checks and others as appropriate for this position? YES __________ NO ___________
If the candidate's responses to these questions satisfy the screener, proceed with the interview. If not, tell the candidate that you have other candidates who appear to have credentials and experience that more closely match the expectations of the position. End the interview.

Determine the Candidate's Degree of Success

How did your most recent position support the accomplishment of the mission of your organization?
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In your previous position, what do you consider your greatest accomplishment(s)?
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What were your most significant failures?
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How would your supervisor and coworkers describe your work?
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What is your reason for leaving your current position?
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If currently employed, what would need to change at your current position for you to continue to work there?
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Determine Candidate's Work Environment and Cultural Needs

Describe your preferred work environment.
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Describe the management style you exhibit and prefer.
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What must exist in your work place for you to be motivated and happy?
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By Susan M. Heathfield