Top Phone Screening Interview Questions for HR to ask candidates

Table of Contents

    What is a phone Screening interview?

     

    Phone screening interview questions are a preliminary step in the hiring process. Interviewers use this step to determine if an applicant is a suitable fit for the position. It is designed to screen applicants and choose who to advance to the next round. Even though it’s a brief conversation, it is the first chance to show passion and commitment to the position.

     

    It’s much simpler to find a 30-minute time slot for conducting a phone interview than it is to find the time to visit an office to interview in person. When recruiters ask good questions in the interview they will be able to learn enough about the applicant. This helps them decide whether or not to continue with a face-to-face interview.

     

    The phone screening interview questions should help to get a deeper understanding of the person’s experience, qualifications, and career goals. If these all match the expectations, then they are a good fit for the company.

     

    Phone Screening Interview Questions for HRs

     

    The purpose of the phone screening interview is to determine if applicants are interested in the job and have the skills required. Recruiters should make use of these interviews to gather additional information about the applicant to determine whether or not the recruiter would like to invite them for an interview in person or a job test.

     

    If executed correctly, the benefits of conducting a screen-based phone interview are many:

     

    • It permits recruiters to filter large numbers of candidates in a short time. However, they must be able to do it personally.

    • It helps to analyze the options quickly. This lets recruiters narrow their search to only the top candidates.

    • It can provide important details about the candidate. They can be used to guide the questions they ask during the interview.

    • The bottom line is that recruiters can save time and effort.

    Here are some phone-screen questions that recruiters can ask after verifying the candidate’s name and initial interest and offering a bit of background about the role and the company

     

    1. Since I have described the job requirements, do you think you would be interested in the role and be a good fit?

      The answer to this question will help the recruiter understand the mindset of the candidate and their willingness to make the change.

       

    2. What is your current role and how does it align with the job we are recruiting for?

      The response to this query will show how the candidate connects the requirement to their current job.

       

    3. Can you tell me about your current role and what your typical day looks like?

      The answer to this question will help gauge if the candidate can be scheduled for further rounds.

    Recruiters should verify if the candidate is knowledgeable about the role. Phone interviews also make it possible to gauge if they meet the job description in its entirety and have fair salary expectations. They may also look into any gaps in resumes or roles that did not last for long.

     

     

    Phone Interview Questions Based on Behaviour

     

    1. How do you handle stressful situations?
      Everyone faces stress and anxiety in their lives at times. But how does the candidate handle them? The last thing the HR wants is someone who deals with stress poorly. This could be a sign they are likely to withdraw from job situations or fall apart under stress.

       

      HR doesn’t want one who denies being stressed. The majority of entry-level jobs are filled with stress frequently. The answer must present a good balance.

    2. How does your work experience fit this position?
      The question is designed to help the HRs understand how candidates’ past work experiences align with the requirements of the job they are seeking. The candidates’ responses should show that they have the relevant skills and experience that make them strong candidates for the role.

      HRs should look for how the candidates’ previous work experience has prepared them for the challenges of the new job. They may ask follow-up questions to better understand the candidates’ experience, such as how they have handled difficult situations in the past, how they have demonstrated leadership skills, or how they have managed complex projects.

       

    3. Why are you looking for a change from your current job?

      It’s one of the most popular questions for phone interviews that can be complicated. This is especially true if the candidates are not on good terms with their current employer. The answer showcases whether the candidate gives due importance to career planning.

       

    4. Describe a time when you had a conflict with your boss
      Employers want to inquire whether candidates have ever experienced conflicts with coworkers or their boss. They don’t want people to claim that they have never been in disagreement with any decision made in the workplace. Employers are aware that conflicts are inevitable.

      Instead, recruiters make this inquiry to see how they will deal with disagreements should they decide to employ them. Examiners are seeking emotional maturity and their ability to resolve conflicts i.e. they need to be sure they handled the situation as an adult. The candidate should have the ability to analyze the situation and voice their opinion when it matters.

       

    5. Have you had a project that didn’t meet the deadline or budget?

      This question is difficult to answer since the majority of people don’t talk about their failures. The interviewer isn’t expecting to find a perfect candidate. It’s fine to admit to mistakes to a certain extent. The candidates should be able to explain the ways they have grown as a person from the experience. The “What did you learn?” portion of this question is the most important aspect.

    Phone Interview Questions Based on Work Experience

     

    1. Can you tell us about your current job responsibilities?

      When an interviewer asks the question, they are interested in understanding the scope of the current role of the candidate, the tasks and responsibilities they handle, and how they relate to the position the candidates are applying for. They usually check for relevance of experience and transferrable skills and gauge the level of responsibility the candidates have in their current role.

       

    2. What is your work style?

      The task of describing the work habits of candidates during an interview can be nerve-wracking. The employer would like to know how the candidate can be a good fit for the job and the organization. Their answers can determine their chances of being selected.

      It’s also an excellent method to determine if they’ve done their research on the company to get an understanding of the company’s culture. This is essential!
      In the end, it is about the degree of self-awareness as well as the ability to convey their unique selling points.

    3. Can you describe a situation when you led a team?
      Does the candidate appear to be an individual player or leader? In this instance, they’re asking the candidate to demonstrate leadership qualities. Some candidates could be perceived as being too controlled or lacking leadership skills. Look for those that demonstrate the ability to manage and lead effectively.

       

    4. What makes a job fun and motivating to you?
      When HR asks this question, they are trying to determine the things that make the candidates tick and what motivates them to achieve their goals. They also are looking to determine if the candidates’ motivations will be suitable for the duties of the job and the culture of the company.

       

    5. How does your experience relate to this position?

      The HR should evaluate how the candidate’s previous work experience can be applied to the current position. HRs want to understand the candidate’s background. They should also decide if the candidates have the required experience to excel in the role. HRs may also be looking for examples of how the candidate has tackled similar responsibilities in the past or how their previous work aligns with the requirements of the position.

    Phone Interview Questions Based on Self Awareness

     

    1. Can you tell me a bit about yourself?
      This is an essential element of the interview. It can help put the applicant at ease by providing them with an easy question to answer. They may talk about what they would like most from their new job. This can help determine the course of the conversation, and help them get answers more easily.

      The most qualified candidates are prepared with an answer to this question. They must mention the abilities they’ve acquired from previous experience in the workplace, and how they apply to the job description.

       

    2. Why did you apply for this position?
      Interviewers could ask a candidate this question as they would like to find out if the person they are interviewing is a good match. They must understand if their job description matches the present and future goals of the company. These phone interview questions also help in understanding how much the candidate knows about the position.

       

    3. Can you describe your strengths?

      Employers are looking for the skills the candidates have to offer. Candidates should make sure they focus on their strengths and accomplishments. They must also ensure that these are relevant to the business.

       

    4. What is your greatest weakness?
      This tells the interviewer whether the candidate is open to criticism and improvement. Candidates should make sure they answer in a way that shows that they are self-aware and willing to improve.

       

    5. Can you tell us what you know about the company?
      Here employers want to know if the applicant was acquainted with the business before applying or not. They should possess at least a basic understanding of the business. They don’t need to know each detail. They should be aware of the kind of business as well as the services or products that it offers, its mission and values, and the main competitors.

      This shows that the candidate already has some understanding of the field of work. If they have taken an effort to study the company, they are likely to bring that diligence to their daily duties on the job.

       

    6. What are your salary expectations?
      Employers might ask this question to gain an idea of whether or not they can match the salary requirements. They could also request this to gauge how candidates value themselves and their job.

      Employers want to know whether candidates’ salary expectations are in line with the amount they are considering for this position. If they have expectations that are excessively high for the amount of money that is available, it could mean the candidate is out of the race. If their expectations are too low, it could make the interviewer doubt their ability to perform the job regarding the level of their knowledge.

    Taking everything into account

    The most important thing to keep in mind is that an interview is similar to an informal conversation. Interviewers who conduct telephone interviews use them to get a better understanding of the thinking process. They want to know how candidates might respond in certain situations.

     

    The most effective method for candidates to answer phone interview questions is to share personal experiences. Then they may explain how it will benefit employers if similar situations arise.

     

    Screen interviews on phones may include many of the same kinds of interview questions similar to a traditional face-to-face meeting. This allows candidates some time to relax since they won’t be required to leave their comfort zone to go to meetings in public.

     

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