A 15-minute phone screen saves hours of interviews by confirming the basics before anyone travels to meet.
A phone screen is not the place for deep behavioral questions. Save those for the structured interview.
To record clock-ins, breaks and overtime automatically, see EZTime time and attendance software.
| Time | What to cover |
|---|---|
| 0 to 2 min | Introduce yourself, confirm it is a good time, explain the call’s purpose |
| 2 to 4 min | Brief overview of the role, schedule and pay range |
| 4 to 11 min | Screening questions |
| 11 to 14 min | Candidate’s questions |
| 14 to 15 min | Next steps and timeline |
| # | Question |
|---|---|
| 1 | What interested you in this role? |
| 2 | What do you know about our business? |
| 3 | Can you give me a quick summary of your most recent job? |
| 4 | Why are you looking for a new position? |
| 5 | What are you looking for in your next job? |
| # | Question |
|---|---|
| 6 | This role works [shifts/days]. Are you available for that schedule? |
| 7 | Are you able to work weekends and holidays as scheduled? |
| 8 | How many hours per week are you looking for? |
| 9 | When would you be able to start? |
| 10 | The job is located at [location]. Will you be able to get there reliably for each shift? |
| 11 | Are you legally authorized to work in the United States? |
| 12 | Will you now or in the future require sponsorship for employment visa status? |
| # | Question |
|---|---|
| 13 | This role requires [license/certification]. Do you currently hold it? |
| 14 | How much experience do you have with [key skill or equipment]? |
| 15 | Have you worked in a [fast-paced, customer-facing, physical] environment before? |
| 16 | What tools, software or equipment are you comfortable using? |
| 17 | This role involves [physical requirement]. Can you perform this, with or without reasonable accommodation? |
| # | Question |
|---|---|
| 18 | Tell me briefly about a time you helped a difficult customer. |
| 19 | What did you enjoy most about your last job? |
| 20 | What would your last supervisor say is your biggest strength? |
| 21 | How do you prefer to receive feedback? |
| # | Question |
|---|---|
| 22 | The pay for this role is [range]. Does that work for you? |
| 23 | What are your pay expectations? (Do not ask about salary history where banned.) |
| 24 | Are you interviewing elsewhere, and do you have any timing we should know about? |
| 25 | What questions do you have for me? |
Knockout questions are must-have requirements that, if not met, mean the candidate cannot do the job. Examples include availability for required shifts, a required license, or legal work authorization. Keep knockout questions few, truly essential and the same for every candidate. Make sure they are tied to real job needs, since unnecessary requirements can screen out qualified people and create discrimination risk.
Adjust the script for your role, but keep the core questions the same for every candidate.
| Avoid | Ask instead |
|---|---|
| “How old are you?” | “Are you at least [age]?” only if legally required |
| “Do you have children?” | “Can you work the scheduled shifts?” |
| “Where were you born?” | “Are you legally authorized to work in the US?” |
| “Do you have any health problems?” | “Can you perform the essential functions with or without reasonable accommodation?” |
| “What did you earn at your last job?” | “What are your pay expectations?” (where salary history is banned) |
| “Have you ever been arrested?” | Follow fair chance laws; usually wait until after a conditional offer |
See our interview guide for more on lawful questions.
| Red flags | Green flags |
|---|---|
| Missed scheduled call without notice | On time and ready for the call |
| Vague about recent work history | Clear, specific description of recent roles |
| Cannot meet required shifts but says “maybe” | Clear about availability |
| No questions about the job | Asks thoughtful questions about the work and team |
| Negative talk about every past employer | Balanced explanation of why they are moving on |
One red flag is not always disqualifying, especially for entry-level roles. Use the full interview to dig deeper.
| Criterion | Score (1 to 3) |
|---|---|
| Meets knockout requirements | Yes or no |
| Availability matches the schedule | 1 to 3 |
| Relevant experience or skills | 1 to 3 |
| Communication | 1 to 3 |
| Interest in the role | 1 to 3 |
| Pay expectations align | Yes or no |
Agree on the minimum score to advance before you start calling.
Next steps in the process: behavioral interview questions, reference check questions and a job offer letter.
Usually 10 to 20 minutes. It is meant to confirm basics and interest, not to replace the full interview.
Questions about interest in the role, availability, key qualifications, location and transportation, pay expectations, start date and the candidate’s questions.
Generally yes. But many states and cities ban asking about salary history. Share your pay range and ask whether it works for the candidate.
Must-have requirements, such as availability for required shifts or a required license, that a candidate must meet to do the job. Keep them few and truly essential.
Either can. HR or a recruiter often handles high volumes, while the hiring manager may screen for small teams or specialized roles.
Yes. Some employers use short video calls or one-way recorded videos. Make sure the process is accessible and the same for all candidates.
For high-volume roles, screen applicants who meet the basic requirements on their application. For specialized roles with few applicants, a phone screen for everyone qualified is usually worthwhile.
Leave a short voicemail and send a text or email with a link to reschedule. Many hourly candidates cannot take calls while working, so offer evening or weekend times.
In EZTime employees can request shift swaps that a manager approves, and open shifts can be offered to the team.