How to conduct phone interviews that reveal true talent

Receiving dozens of applications in response to a job posting seems like exactly what you want—until you have to sift through them. Some candidates might seem like the perfect fit while others have gaps in their resume that need explaining. 

To decide which candidates would truly be a good fit for the role, scheduling a phone interview is a key first step. This call gives you the chance to ask clarifying questions and to ensure the candidate’s background aligns with the job description.

This guide breaks down how to conduct a phone interview, covering what you need to do to prepare and example questions to ask.  

How to prepare for a phone interview

Before you call a candidate, take these steps to prepare. 

Confirm the logistics 

Make sure that both you and the candidate are aligned on who is placing the call and how long it will be.

If you’re interviewing candidates across time zones, triple-check that you’re on the same page about the time. Setting a company standard, like always using EST, could help limit confusion. 

Review the basics

Re-read the candidate’s resume and application so that you have context on the person you’ll be speaking with. Your questions will vary based on the applicant’s background, so it’s essential to have the particulars top-of-mind.

Build a consistent question set

Keep a list of 3-5 questions that you always ask and leave room for 2-3 personalized ones. Having too strict a list of questions can lead to missed opportunities to identify a candidate’s unique attributes. 

When writing custom questions, make sure you know what information you’re seeking. There are likely must-have traits that this call should confirm, and your questions should lead you to the answers you need.

How to open a call

Having a routine interview opening helps you sound confident when starting a conversation. You want to make a good first impression and come across as friendly while remaining professional. Here’s how to do that. 

Introduce yourself and set the agenda

After your initial greetings, introduce yourself to the candidate. Give them your name and role before confirming their identity. Briefly provide an outline of the call’s structure. Mention how long the meeting will be and what next steps the candidate can expect after the call. 

Make sure you hear each other clearly

Background noise or quiet speakers might make it hard to understand exactly what’s being said. If you can’t hear the candidate, ask if they can move to a quiet place or connect headphones for greater clarity.

Put the candidate at ease

Phone interviews can be nerve-wracking for someone eager to impress. Start the call off by thanking the candidate for their time and asking if they have any opening questions, putting the ball in their court. While it’s important to leave time for questions at the end of the call, offering to answer initial questions can help the candidate relax. 

Phone interview questions to ask

What you need to ask a candidate depends on the role you’re hiring for and the information included in their application. Although there’s no perfect phone interview question list, we put together a list of some solid examples to choose from.

Core screening questions

It helps to ask 2-3 core screening questions, especially if they aren’t covered in the job application, to ensure the candidate understands the role and has the basic qualifications required. Those questions might be:

• What made you apply for this role?
• What do you know about the company, and what drew you to it?
• Walk me through the experiences that have prepared you for this position.
• Tell me about your background in this industry. 
• Why are you leaving your current role (or why did you leave your last one)?
• What are your compensation expectations? (Save this for late in the call, and only where local law permits asking).
• What part of the job description excites you?

Fit and follow-up questions

After confirming that the candidate fulfills the basic fit requirements, get a bit more specific with culture questions like these: 

• What kind of work environment helps you thrive?
• What motivates you day to day?
• What would you call your main strengths, and one area you are working on?
• What are you looking for in your next role?

Always close the question portion by inviting the candidate’s own questions. 

What to look for during the screen

Phone screens are 100% verbal, meaning you’re focused on the content of the call, not body language or nonverbal cues. Candidates need to be able to:

• Be specific: When talking about past experiences, the more detail, the better. If a candidate is vague about their job history or can’t provide specific examples of a skill, they might not be a great fit. 
• Clearly answer your questions: The answer should be tailored to the interview: watch for rehearsed answers that don’t speak to what you asked. For example, if you ask why they’re leaving their current company, a generic response might be, “There’s no more room for me to grow at the company.” A strong response would be more detailed: “I’m interested in improving my people management skills, but my current career path at that company is only for individual contributors.” This clarity tells you more about what the candidate is looking for.
• Remain professional when speaking negatively: Candidates might have negative things to say about former workplaces. However, they need to be able to express why past positions weren’t a good professional fit. Negative comments about past managers or culture should have a purpose beyond complaining. 
• Ask good questions about the company: While not every candidate will have questions, pay attention to the questions the ones who do ask. Look for signs that the candidate has researched the company and genuinely wants to know more about the role. 
• Speaks clearly: Avoiding filler words or long pauses is tough in a stressful interview, but it’s important that a candidate can clearly communicate their ideas—especially if you’re hiring for a client-facing or leadership role, where the person would regularly have to drive meetings and present. Other red flags might include repeatedly asking for clarification or interrupting during conversation. Asking for excessive clarification can signal a lack of understanding around the role requirements or the company’s products and services. And interruptions can signal a lack of well-developed active listening skills.

What to do after the call 

Once you’ve gathered enough information to decide whether to move the candidate forward, it’s time to wrap the call. 

Close the call and follow up

Thank the candidate for meeting with you and let them know the next steps of the hiring process, including the timeline. If you can provide this information, tell the candidate who will contact them next or when to expect news.

Within around 24 hours of the call, send a thank-you note that restates any next steps you shared.

Evaluate and decide

Score the candidate while the interview is fresh in your mind. Note the details of the call, including what went well and what felt thoroughly explained. Highlight what you’d ask further questions about in the next interview. Hiring managers can use your notes to have deeper conversations and really delve deep into a candidate’s skills. 

If the applicant meets the must-haves that you outlined in the preparation stage, you’ll likely want to advance them to the next stage.

Keep your pipeline full with Juicebox

Better phone screens start with finding better candidates. Step one is building a high-quality applicant pipeline. 

That's where AI-recruiting tool Juicebox comes in. With natural-language search across more than 800 million profiles from over 30 data sources, Autonomous Agents that run personalized outreach in your team's voice, and Talent Insights to analyze your candidate pool, Juicebox helps you find and reach exactly who you need. It connects to the ATS you already use, so sourced candidates flow straight into your hiring process.

Book a demo to get started today.

Frequently asked questions

What questions are commonly asked in a phone interview?

Common questions for an interviewer to ask in a phone screen include:

• What interests you about this position?
• What motivated you to apply for this role?
• What do you know about [company name]?
• What are your reasons for leaving your current/previous role?

This question list is just a suggestion. Always adjust your questions to match the role you’re hiring for.

How long should a phone interview last?

Phone screens are usually 15–30 minutes. They should be long enough to confirm fit and give candidates the chance to ask questions while being short enough to respect both sides’ time. 

What should a candidate expect from a phone interview?

Candidates expect a short, structured call that focuses on basic logistics and qualifications, not technical questions. Deeper skill or behavioral questions are usually asked by a hiring manager who works in the department the candidate would join. 

How do I keep enough qualified candidates reaching the interview stage?

Maintaining a full pipeline is the best way to ensure you have enough qualified candidates to interview. Recruiting platforms like Juicebox find and contact relevant candidates for you, so your funnel is always full.