A quick phone call with someone that has applied for a position at your company can be an effective way to screen the candidate before even setting up an interview. On average, a corporate job offer receives 250 applications for a job opening… A quick phone interview will allow you to weed out which candidates are worth pursuing and which ones aren’t. Use these 4 tips on a phone call to screen your candidates:

Start with the basic questions. Get to know a little more about their background and experience. Ask them about their interests and hobbies to get a general idea if they are the right culture fit. Ask the candidate why they are looking for a job and where they are at in the job search process.

Establish right away if they are in the price range you are looking for. Often, job titles can bring different salary ranges depending on the company. You might think the position is worth a certain price range but the candidate might have another idea. Ask them about specific benefits that are important to them. There might be a deal breaker for the candidate and it’s good to establish that before even inviting them to come in for an interview.

It’s important to evaluate their interest in the job. Ask what attracted them to apply for the position. You not only can gauge their interest but can also glean insight for the future when you advertise open positions. In this step, ask them why they are leaving (or have left) their previous job. A quick overview will suffice as you can dig deeper in the in-person interview.

You have already reviewed their resume prior to the phone call and likely have some questions about work experience or skills they possess. Now is the time to ask any questions about red flags that may have come up as you skim through their resume. Ask them about how their skills are a match for job or get a better idea of why they have a gap in their employment history for example.