PHONE SCREEN QUESTIONNAIRE TEMPLATE

The following form can be used to guide your phone screening conversation and also serve as a place to enter you interview notes.

Candidate Name:                            
Date:


Candidate Summary:






Standard Questions

Are you currently employed?



Describe the duties and responsibilities of your most recent position.




Why did you leave this job? Or why are you looking for a new position?




What were your favorite duties?  What were your least favorite duties?




How much did you make last year? 




How much did you make in your best year?



What is your target compensation?
 




Additional Questions (To be determined from Benchmark)


Behavioral





Values






Job Attributes






Other





 



EVALUATION

Specification

Rating (1-Best, 5-Worst)

Comments

Expressed interest in Position

 

 

Oral communication skills

 

 

First Impression

 

 

Enthusiasm

 

 

Likeability (warmth/rapport)

 

 

Adaptability (think on feet)

 

 

Listening skills

 

 

Candidate is articulate

 

 

Current Wage/salary in target range

 

 

Appropriate prior work experience

 

 

 

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge

     

     

  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board