Top questions to ask candidates on a telephone interview

Telephone interviews are a great way to screen applicants before a face-face interview. Here's what you should ask.

4 mins read
Phone Interviews

almost 3 years ago

They may not be everyone's cup of tea, but telephone interviews have a lot of advantages. They are fast, easy to arrange and arm you with just the right level of information to begin whittling down your applicants.

Of course phone interviews present challenges too. Mostly arising from the fact that you can't see the person you are talking to. Here's a primer on the kind of questions you should ask to get the best out of your phone interviews.

Keep things simple...

It's important not to get carried away with telephone interviews. Remember they are intended as a screening measure to decide who to invite for a face-face interview. You don't need your candidate's entire life story. Simple questions are the best policy.

Candidates can often be nervous, which can make for an uncomfortable conversation where you fail to get the insight you need on your candidate. Put interviewees at ease by introducing yourself, explaining how long the interview will last and telling them how it will be structured.

What type of questions should you ask?

Remember to keep things simple. The lack of visual interaction means that phone interviews are not suited to complex questions that require lengthy answers. Of course, you want your candidates to be thorough with their answers - but don't attempt to ask anything too brow-furrowing.

Questions should be geared to find out more about the applicant - expanding on the information supplied on a CV and cover letter and assessing whether their professional experience is suited to the role. Here are our tips for the best phone interview questions to ask candidates.

1. What made you apply for this position?

Does your candidate sound like they want the job? Look for a passionate answer. You want a candidate who really cares about getting hired by you, rather than someone who sounds indifferent and apathetic. Genuine enthusiasm shows that your candidate believes they have what it takes to succeed in the role.

2. Screening questions

Screening questions allow you to gauge whether an applicant has the essential minimum experience or skills required for the role - such as expertise with a certain piece of software or a key qualification. Example screening questions might be:

  • Are you willing to travel?

  • Do you have a clear driving license?

  • Do you have PRINCE2 certification?

Screening questions will always be determined by the type of role you are recruiting for - and should be led by the job description. They are a simple way to make sure no unsuitable applicants make it through to an in-person interview and can be as simple as yes/no questions.

3. What experience do you have that will help you succeed in this role?

Look for evidence that the applicant has studied the job description. They should provide concrete examples that prove they have the experience required. Ideally their answers will also show how they have applied their knowledge/experience to provide tangible, measurable results.

4. Why are you leaving your current job/Why did you leave your previous job?

If your candidate launches a full scale diatribe about how much they dislike their current employer, it should probably set your alarm bells ringing. Seek out candidates who are hungry for a fresh challenge or who have been waiting for an opening in this particular field or - even better - with this organisation.

5. What challenges are you looking for in a post?


6. What is important to you from a job?


7. How would you describe your approach to work?

This set of questions is great for finding out more about the professional mindset of your applicant. How ambitious are they? Are they looking for professional development? What's their self-discipline like? Listen carefully to how they structure their answers and look for similarities with the person specification document.

8. What motivates you?


9. What type of work environment do you perform best in?

These questions allow you to assess how well the candidate will fit with your organisation's environment. Do they need a lot of assistance or are they self-starters? Do they prefer working alone or are they great collaborators? Sometimes individuals simply aren't suited to certain working environments, no matter how talented they are.

10. What are your hobbies outside of work?

It can be easy to forget that your candidate is a person first and a professional second. Look for signs that the person on the end of the line will click with other members of the team.

11. Do you have any questions?

It's important to field any queries your candidate may have, whether about the job or the recruitment process. Once you have answered any questions, close the interview by thanking the candidate for their time and giving them your contact details - they will appreciate being able to get in touch should they think of any further questions.

Getting the information you need from telephone interviews is about keeping things simple and looking for evidence that your candidates have the essentials required for the role. Come the face-to-face interviews you will have saved a lot of time by filtering out unsuitable applicants, meaning less time asking basic questions and more time deep-diving into the people behind the CVs. Just the way it should be.

Looking to recruit? Contact your local Reed office.

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“I got diagnosed with ADHD about a year and a half ago at age 34,” Alex said, explaining how the condition impacted his entrepreneurial journey without him fully realising it.

“Looking back now, through the lens of ADHD, I can see why a lot of my early businesses failed.”

He recounted a story from his university days when he impulsively started a late-night pizza delivery service: “A week later, my interest in the idea evaporated and disappeared. That was one of 10 or 15 businesses that I started and subsequently abandoned before landing on the ones that did sustain my interest.”

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The challenges of ADHD in the workplace

One of the key issues Alex emphasised as part of the webinar with Reed was the disconnect between traditional office environments and the way ADHD brains function.

“When you're forced into an office that's not suited to your brain, it can lead to overstimulation and almost a shutdown,” he said.

“I remember working in a marketing agency in a busy office. The noise, the ping pong table, the constant chatter - it completely paralysed my ability to work. Yet, when I asked to work in a quieter space and be judged on my outcomes rather than my processes, my productivity skyrocketed.

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This experience highlights how simple accommodations, such as offering quiet spaces or allowing flexibility in how tasks are completed, can transform an employee’s productivity.

Common misconceptions about ADHD

One of the biggest obstacles for neurodivergent individuals in the workplace is the stigma attached to ADHD.

Alex said many people still have outdated views: “A common misconception is that ADHD means you’re physically hyperactive and constantly moving around the office. But for many people, particularly women, ADHD is internalised - it's a racing mind rather than fidgety behaviour.”

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“When we’re interested in something, we can laser in and focus better than most. The challenge is accommodating for those things that capture our attention.”

Another myth Alex addressed is that people with ADHD can’t handle leadership roles.

He said: “In reality, people with ADHD can thrive in leadership positions. The fast pace, high pressure, and need for constant novelty are perfect for us.”

Accommodations that make a difference

So, what can employers do to help their ADHD employees thrive?

“The most important thing employers can do is show they understand,” Alex said. “Create a safe space where employees feel comfortable asking for help without fear of discrimination.

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A call for more awareness and action

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Alex Partridge, Founder of UNILAD and LADbible

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Job performance

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Leadership skills

Demonstrated ability to motivate and inspire others - effective communication skills, both verbal and written, capacity to delegate tasks and empower team members.

Problem-solving abilities

Aptitude for critical thinking and analytical reasoning - proven track record of resolving complex issues, willingness to take initiative and propose innovative solutions.

Adaptability

Ability to thrive in changing environments - flexibility to adjust strategies and tactics as needed, openness to feedback and willingness to learn new skills.

Emotional intelligence

Empathy towards colleagues and clients - skill in managing interpersonal relationships, self-awareness, and ability to regulate emotions.

Strategic thinking

Understanding of the broader organizational goals and objectives - the capacity to develop long-term plans and strategies, skill in prioritizing tasks, and allocating resources effectively.

Team collaboration

Track record of working well within a team - ability to foster a positive and inclusive work environment, willingness to support colleagues and share knowledge.

Continuous learning

Commitment to personal and professional development - eagerness to seek out new challenges and opportunities for growth, willingness to invest time and effort in acquiring new skills.

Ethical conduct

Integrity in decision-making and actions - respect for company values and ethical standards, accountability for own behavior and its impact on others.

Industry knowledge

Understanding of the sector in which the business operates - awareness of industry trends and developments, ability to apply industry knowledge to drive business success.

Final thoughts

Promotion creates opportunities for leaders to strengthen their business and should therefore be seen as an investment. No one should ever feel pressured to take on the greater responsibility that comes with promotion, but providing avenues for those who want the challenge is a win-win situation.

If you are looking for new talent for your teams, or considering your next career move, get in touch with one of our specialist consultants today.