Phone screening
Last updated: August 12, 2025
Phone screens can be a time-saving step in the recruitment process. While phone conversations cannot replace in-person interviews, they can be used to narrow your candidate pool and determine if the candidate is still interested in the position based on the “conditions of employment,” including the proposed salary range, work shift, work location, and eligibility for telework.
Screening
Use a Phone Screen Template (MS Word) to screen candidates or develop your own template. Be sure to use the same rubric on all candidates who are invited to this stage in the process.
Before starting your phone screens, establish a system for evaluating your results. Consistency with evaluations will assist you in identifying which candidates will move to the next step in the interviewing process. For more information, visit the candidate evaluation form tips and guidelines webpage.
During the phone screen, allow time for candidates to ask you questions about the position. Be prepared to provide information on the next steps in the interviewing process. Also, let candidates know when you will be getting back to them about the results of the phone screen.
Dispositioning and status
Use the Phone Screen disposition code in Workday Recruiting to indicate that a phone screen has been conducted on a candidate.
Follow up with candidates you have spoken with to let them know the status of the recruitment.
Documentation
Notes from a phone screen become part of the recruitment record and should be kept for three years.