What questions should a recruiter ask in a phone screen?

LiveRec EditorialUpdated

A recruiter phone screen is a short call, about 15 to 20 minutes, that confirms basic fit before a full interview. Ask the same job-related questions of every candidate: motivation, relevant experience, availability, location, work authorization in the form of the legal yes or no questions, and pay expectations. Score answers on a fixed scale.

US rules as of 31 October 2026.

At a glance

  • Goal: decide whether to advance, not whether to hire.
  • Same questions, same order, same scale for each candidate.
  • Keep to job-related topics. See illegal interview questions.
  • Write notes on what the person said, not impressions.

The script

  1. Open (1 minute). "Thanks for making time. I will ask a few questions about your background and the role, then you can ask me anything. It should take about 15 minutes."
  2. Motivation (2 minutes). "What drew you to this role?" "What are you looking for in your next job?"
  3. Experience (5 minutes). "Walk me through the work you did most recently that is closest to this role." "Which tools or methods did you use?" "What result are you proudest of, and how did you measure it?"
  4. Role specifics (3 minutes). Two or three questions drawn from the must-haves in the job description. Example: "This role involves [DUTY]. Tell me about a time you did that."
  5. Logistics (2 minutes). "Are you able to work the schedule or location described in the posting?" "When could you start?"
  6. Work authorization (1 minute). Keep to two questions, asked of everyone, and confirm the wording with counsel: "Are you legally authorized to work in the United States?" and "Will you now or in the future need sponsorship for employment visa status?" Ask everyone the same.
  7. Pay (1 minute). Share the range first where your state requires it, then ask whether it fits. See pay transparency laws.
  8. Close (1 minute). Explain next steps and a decision date. Invite their questions.

How do you score it?

Use a 1 to 5 scale on three or four criteria drawn from the job description. A simple form:

PHONE SCREEN NOTES
Role: [TITLE]   Candidate ID: [ID]   Date: [DATE]
Motivation (1-5): [ ]  Evidence: [what they said]
Relevant experience (1-5): [ ]  Evidence: [ ]
Must-have 1: [Meets / Does not meet]  Evidence: [ ]
Logistics fit: [Yes / No]   Pay range fits: [Yes / No]
Recommendation: [Advance / Hold / Decline]

For a fuller form, use the interview scorecard.

What should you not ask?

Do not ask about age, family plans, health, religion, race, national origin, marital status or similar topics. The EEOC prohibits discrimination on these bases. Also avoid asking about salary history in places where it is restricted. Check state and city rules.

Tips

  • Send the time, length and format ahead of the call.
  • Confirm the person can talk freely.
  • Do not promise a decision you cannot make.
  • Send every candidate a follow-up, even if the answer is no. See the candidate rejection email template.

FAQ

Should I record the call? Recording laws vary by state, and consent rules differ. Get consent first, and follow your company policy.

How long should it be? Long enough to cover the script, usually under 20 minutes.

Sources

  • EEOC, Prohibited Employment Policies/Practices - https://www.eeoc.gov/prohibited-employment-policies-practices (accessed 31 October 2026)
  • Uniform Guidelines on Employee Selection Procedures, 29 CFR Part 1607 - https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1607 (accessed 31 October 2026)

This is general information, not legal, tax or immigration advice. Rules change and your situation may differ. Consult a licensed attorney or qualified adviser.