The Phone Screen Is Not a Casual Chat
Many candidates treat the phone screen like an informal conversation. They take the call from their car, wing their answers, and figure the "real" interview comes later. This is a mistake.
The phone screen is the single most eliminating stage in the hiring process. According to SHRM, most companies reject 50-75% of candidates after the phone screen. That means your odds of advancing are better in many later-round interviews than in this initial call.
The phone screen exists for one reason: to quickly determine if you should be invited to a full interview. Recruiters have a mental checklist, and you have 20-30 minutes to check every box.
What Recruiters Are Actually Screening For
Understanding the recruiter's goals makes the phone screen much easier to prepare for. They're not trying to trip you up. They're trying to answer three questions:
Question 1: Can You Do the Job?
The recruiter wants to confirm that your experience matches what the job requires. They're not looking for deep technical knowledge at this stage -- that comes in later rounds. They want to know:
- Do your skills and experience align with the job description?
- Can you articulate what you've done in previous roles?
- Are there any obvious disqualifiers (missing a required certification, wrong experience level, etc.)?
Question 2: Are You Genuinely Interested?
Recruiters talk to many candidates who apply broadly and don't actually know what the company does. Demonstrating genuine interest in the company and role separates you from the stack of unfocused applicants.
Question 3: Are You in Budget?
Salary misalignment is the #1 reason phone screens end without advancement. If the role pays $90K-$110K and you're looking for $150K, neither party benefits from continuing the process. Recruiters surface this early to avoid wasting everyone's time.
Preparation Checklist
Preparing for a phone screen takes 30-45 minutes. That small investment dramatically changes your odds.
Before the call:
□ Research the company (products, mission, recent news)
□ Re-read the job description and highlight key requirements
□ Prepare your 60-second pitch (see below)
□ Know your salary range (researched, not guessed)
□ Prepare 3-4 questions to ask the recruiter
□ Print or display the job description for reference
□ Have your resume open in front of you
□ Find a quiet location with good cell service
□ Charge your phone / test your headset
□ Block 45 minutes on your calendar (calls can run long)
Your 60-Second Pitch
Almost every phone screen starts with some version of "Tell me about yourself." This isn't an invitation to recite your resume. It's a chance to deliver a focused narrative that connects your background to this specific role.
Structure your pitch in three parts:
1. Present (10 seconds). What you do now. 2. Past (20 seconds). The relevant experience that led you here. 3. Future (15 seconds). Why you're interested in this role.
"I'm currently a senior marketing manager at TechCorp, where I lead our demand generation team. Over the past four years, I've built and scaled our content and paid acquisition programs from essentially zero to generating about 40% of our sales pipeline. Before that, I spent three years in B2B content marketing at a startup that was acquired in 2023. I'm really interested in this role at [Company] because you're at that inflection point where demand gen needs to scale with the product, and that's exactly the challenge I enjoy most."
This pitch is about 45 seconds, hits all three parts, includes a specific metric, and ends by connecting your experience to the company's needs. Practice it until it sounds natural, not rehearsed.
The Most Common Phone Screen Questions (and How to Answer Them)
"Why are you looking to leave your current role?"
The recruiter wants: To understand your motivation and check for red flags (were you fired? do you job hop? are you running from problems?).
How to answer: Focus on what you're moving toward, not what you're leaving. Even if your current job is terrible, don't badmouth it.
"I've learned a lot in my current role, but I'm looking for an opportunity to [specific thing this job offers that your current one doesn't]. The work your team is doing on [specific project or focus area] is particularly exciting to me."
"What do you know about our company?"
The recruiter wants: To gauge whether you actually researched them or are spray-and-praying applications.
How to answer: Mention 2-3 specific facts. Not just "you're a software company," but real details.
"I know you recently launched [product/feature] and that you're expanding your [department/market]. I also read that [recent news, funding round, or company milestone]. What really stood out to me is [something genuine about their mission or product]."
"Walk me through your experience with [specific skill]."
The recruiter wants: Confirmation that you actually have the skill listed on your resume, with enough depth to be credible.
How to answer: Use a brief, specific example. The STAR format (Situation, Task, Action, Result) works well here, but keep it under 90 seconds.
"What are your salary expectations?"
This is the question that trips up most candidates. Here's how to handle it:
| Approach | Script | When to Use |
|---|---|---|
| Redirect first | "I'd love to learn more about the full scope of the role before discussing numbers. Is there a budgeted range for this position?" | When you're unsure of the range and want them to show their hand first |
| Give a researched range | "Based on my research, the market rate for this role in [city] is $X to $Y. I'm looking for something in that range, depending on the full compensation package." | When you've done the research and want to signal professionalism |
| Name your number | "I'm targeting $X for base salary, with flexibility depending on equity, bonus, and benefits." | When you know exactly what you want and the role is likely in range |
Critical rules:
- Never give your current salary. In many states, it's illegal for them to ask.
- Always cite market research, not personal needs.
- If their range is well below yours, it's better to surface that now than waste everyone's time on five more rounds.
Environment and Logistics
These seem minor, but they make a measurable difference in how you come across:
Find a quiet space. Background noise -- dogs barking, coffee shop chatter, kids, traffic -- signals that you didn't take this seriously enough to prepare. If you can't find a quiet space at home, sit in your parked car or book a study room at a library.
Use headphones or earbuds. They improve audio quality and free your hands for notes. Test them before the call.
Stand up. This sounds odd, but standing while you talk improves your energy, pace, and vocal projection. If standing isn't comfortable, sit upright at a desk rather than sinking into a couch.
Have water nearby. A 30-minute conversation with no water leads to a dry throat and a voice that fades toward the end.
Take notes. Write down the recruiter's name, key details about the role, next steps they mention, and any questions that come up. These notes are valuable for your follow-up email and later interviews.
Questions You Should Ask the Recruiter
The recruiter will almost always end with "Do you have any questions for me?" Having thoughtful questions ready signals genuine interest and helps you evaluate whether the role is right for you.
Good questions for the phone screen stage:
- "What does the interview process look like from here, and what's the timeline?"
- "Can you tell me more about the team this role would be joining?"
- "What are the biggest priorities for this role in the first 90 days?"
- "What does success look like in this position after the first year?"
- "Is there anything about my background that gives you pause or that you'd like me to clarify?"
That last question is powerful. It gives the recruiter a chance to voice any concerns, and it gives you a chance to address them before the call ends.
After the Call: Follow Up
Send a brief thank-you email within 2-4 hours. Keep it to 3-4 sentences:
Subject: Thank you -- [Role Title] phone screen
Hi [Recruiter Name],
Thank you for taking the time to speak with me today about the [Role Title] position. I enjoyed learning more about the team and the [specific thing discussed]. The role sounds like a great fit, and I'm looking forward to the next steps.
Best, [Your Name]
This isn't just politeness. It keeps you top of mind, demonstrates follow-through, and gives the recruiter an easy email to forward to the hiring manager with a note like "This candidate was strong."
Sources
- SHRM: Screening Candidates Effectively -- SHRM research on recruiter screening practices, including what HR professionals prioritize during phone screens and common disqualification factors
- Indeed Career Guide: Phone Interview Tips -- Practical guidance on phone interview preparation, with sample questions, answer frameworks, and logistics advice
- Glassdoor: How to Prepare for a Phone Screen -- Data-driven insights on phone screen success rates and recruiter expectations, including common questions and what top-performing candidates do differently
The phone screen decides whether you get a real interview, but your resume is what got you the phone screen in the first place. Superpower Resume helps you build a resume that gets past ATS filters and into the hands of recruiters -- so you actually get the call.
