Phone Screen Questions to Ask Candidates
A short, scheduled phone screen confirms job fit before a longer interview. Use the same eight questions every time, score them on a simple card, and leave protected questions out.
By ReadyATS Team · · 5 min read
A phone screen is a short, scheduled call that confirms basic job fit before a longer interview. Use the same phone screen questions to ask candidates every time: the work, the schedule and pay, and a few job-related skills, scored on a simple card.
This call sits in your hiring process steps, after you review applications and before a working interview.
What is a phone screen?
A phone screen is a brief, planned conversation used to check whether an applicant meets the basics of the role and wants to continue. Emerson College Human Resources describes the goal as determining whether the person meets the minimum requirements and is interested in the next step (Successful Phone Screenings with Candidates, 2023).
What phone screen questions to ask candidates should you use?
Ask a short, repeated set that covers recent work, the posted schedule and pay, and the skills the job needs, then score every person on the same card. SHRM advises consistent questions and a ratings scorecard so you can compare applicants fairly (How to Conduct Effective Phone Screens, 2016).
- Walk me through recent work that relates to this role.
- What interested you in this position?
- The main tasks are [X, Y, Z]. Which have you done?
- Can you work the posted schedule, and does the pay range work for you?
- How would you get to [location] for each shift?
- Tell me about a busy shift or tight deadline and what you did.
- This job requires [a stated duty]. Can you do that?
- When could you start, and what questions do you have?
Score each item 1 (does not meet), 2 (meets), or 3 (strong). Use the same card for every applicant. The EEOC says questions should be limited to what you need to decide whether a person is qualified, including job functions, work history, education, and required licenses (Prohibited Employment Policies/Practices; Enforcement Guidance).
Phone screening interview questions for hourly roles
For restaurant, warehouse, retail, or other shift work, keep the same core list and swap in duties from the posting. Owners who hire restaurant staff or hire warehouse workers can reuse the scorecard and change the skill question. Add a weekend or late-close question, a customer example, and the equipment. For an office role, ask about the tools in the posting.
How long should a phone screen be?
Emerson College Human Resources recommends 20 to 30 minutes, with a few planned questions, plus pay, hours, candidate questions, and next steps (Emerson HR, 2023).
How do you run a phone screen?
- Book the call at least a day ahead. Emerson HR advises against a cold call and recommends asking if it is still a good time at the start (Emerson HR, 2023).
- Review the application and write your questions. SHRM recommends noting gaps or claims to confirm, including dates of employment (SHRM, 2016).
- Introduce yourself, state the agenda, and outline location, hours, and pay.
- Ask the same questions in the same order and take notes on the scorecard.
- Invite the candidate's questions, then explain the next step and when they will hear from you.
- Score the call immediately. Move a strong fit to a working interview, or send a rejection email template rather than going silent.
Listen for direct, relevant answers, as recruiter Sarah Greer told SHRM (SHRM, 2016).
Phone screen versus an automated interview versus an in-person interview
A phone screen is the human first filter. An automated interview can collect answers at scale, but a person should still decide who moves on.
Comparison table 1: scroll horizontally or focus the table region and use the arrow keys to read every column.
| Step | Time | Who decides | Best use |
|---|---|---|---|
| Phone screen | 20 to 30 minutes | A person with a shared scorecard | Confirm schedule, pay, and basic skills |
| Automated or AI interview | Varies | A person should review results before any decline | Optional extra signal |
| In-person or working interview | 30 to 90 minutes | A person, often with a job sample | Watch how the work is done |
Treat a phone screen as a scheduled interview, not a surprise call. If you use an automated interview tool, some cities require notice. See Is AI hiring legal?.
What should you not ask in a phone screen?
Do not ask about personal characteristics the law protects. The EEOC recommends avoiding questions about race, color, religion, sex, national origin, or age, including church, family plans, or languages spoken at home. Ask about age only to confirm a legal age requirement for the job (What shouldn't I ask when hiring?). Before a conditional offer, do not ask about disability, medications, or workers' compensation claims. You may describe a specific job duty and ask whether the person can perform it (EEOC Enforcement Guidance; What can't I ask when hiring?).
Why ReadyATS
Small teams need the questions, the scorecard, and the follow-up in one place. ReadyATS is built for that. Maya, the recruiter assistant in ReadyATS, handles the follow-through while you stay in charge of the decision. She applies only the knock-out rules you wrote, never rejects someone because of an AI score, can draft a self-schedule invite for you to approve, and can send reminders with a reschedule link. Basic plans include Google Meet and Zoom.
ReadyATS Basic is $199 per month, with unlimited users and $0 per-user fees (ReadyATS llms.txt). No long-term commitment, cancel anytime.
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FAQ
What are good phone screen questions to ask candidates?
The eight questions above, scored the same way for every applicant.
How many questions should a phone screen include?
Enough to cover the basics. Emerson HR uses 3 to 5 planned questions, plus pay, hours, location, and next steps (Emerson HR, 2023).
How long should a phone screen last?
Emerson College Human Resources recommends 20 to 30 minutes (Emerson HR, 2023).
What should you not ask in a phone screen?
Do not ask about race, religion, ethnicity, age (except to confirm a legal age requirement), pregnancy or family plans, disability, medications, or workers' compensation history (EEOC).
Can an ATS or AI do the phone screen for me?
Software can apply the knock-out questions you wrote and help you schedule the call. A person should decide who moves forward.
References
Fetched November 13, 2026: EEOC, what not to ask; EEOC pre-employment inquiries; EEOC pre-offer disability guidance; EEOC, what you can't ask; SHRM, 2016; Emerson HR, 2023; ReadyATS llms.txt.