Lexique RH

Telephone Interview: Definition and Best Practices

What is a telephone interview? Definition, objectives and advice for successful pre-screening phone interviews in recruitment.

Telephone Interview: Definition and Best Practices

Sommaire

40%
Reduction in unnecessary in-person interviews
15–30 min
Optimal duration
2–3x
Candidates to contact vs interviews planned
48h
Maximum feedback delay after call

Definition

A telephone interview is typically the first verbal exchange between recruiter and candidate. Lasting 15–30 minutes, it aims to quickly verify whether the profile matches essential role criteria before investing in in-depth in-person or video interview.

Five Key Information Points to Validate

Phone Screening Guide

Information to ValidateSample QuestionDeal-Breaker?
Understands the roleWhat attracted you to this vacancy?Yes if no preparation
Salary expectationsWhat salary range are you looking for?Yes if outside band
Availability/Notice periodWhat is your notice period and start date?Yes if incompatible
Geographic mobilityThe role is based in London, does that suit you?Yes if impossible
Key motivationsWhat is driving your job search right now?No, but revealing

Conducting an Effective Telephone Interview

  1. 1

    Schedule in Advance by Email

    Don't call unexpectedly. Suggest a time slot so candidate can prepare.

  2. 2

    Introduce Yourself Clearly

    Name, title, organisation, planned duration and interview flow. Candidate should know what's ahead.

  3. 3

    Follow Your Structured Interview Guide

    8–10 questions covering deal-breakers. Note responses in real time.

  4. 4

    Listen Beyond Content

    Tone of voice, clarity, enthusiasm, listening ability—revealing without body language.

  5. 5

    Allow Candidate Questions

    5–7 minutes minimum. Absence of questions signals lack of preparation or interest.

  6. 6

    Clearly State Next Steps

    Feedback timeline, next interview format, people involved. Always follow through.

Pre-Call Checklist

  • CV read and annotated

    Identify 2–3 specific points to explore

  • Interview guide and grid ready

    Don't navigate screen during call

  • Quiet environment, charged phone

    No interruptions possible

  • Key role details memorised

    Salary, location, start date, benefits

  • Follow-up scheduled

    Block time for feedback before calling

0/5 effectué(s)0%

Key Tip

Give feedback even if negative within 48 hours of call. A polite, personalised rejection is far preferable to silence and significantly protects your employer brand. 83% of candidates prefer negative feedback to silence.
Should I always schedule the call in advance?
Ideally yes, especially for employed candidates who can't speak freely at work. If calling unannounced, always ask if it's convenient and offer to call back. Respecting this step significantly improves conversation quality.
How many candidates should I phone screen?
Rule of thumb: contact 2–3x more candidates than the number of in-depth interviews you can manage. If planning 4 deep interviews, conduct 8–12 phone screenings. This lets you select the strongest candidates without overinvesting.
Can I use video for initial screening?
Yes, but phone is more efficient for this short stage. Video can feel intimidating and requires technical setup. Reserve video for in-depth interviews. Phone is more flexible and quicker.
How do I manage an overly talkative candidate on call?
Politely redirect: 'Thank you for that detail. To respect our planned time, I'd like to move to the next point.' Keep control professionally whilst remaining courteous. This is also behaviourally informative.

Optimise Phone Screenings with Aurelia

Centralise interview guides, document exchanges in real time and track conversion rate from screening to in-person interview.

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