If you decide to conduct an initial phone screening to narrow down an oversized pool of applicants, keep in mind that your goal during this process isn’t about filling the position—It’s about generating a list of invites for in-person interviews. Your questions don’t need to be as fine grained, subtle, and behavior-based as they will be down the road. For now, it’s okay to simply stick to straight facts, yes-or-no questions, and confirmation of resume claims, like dates of employment and hard salary requirements. Here are a few tips that can help you shape your pre-screening interview tips to keep the process short, efficient, and meaningful.

1. Do you need candidates with certain software proficiencies? If so, just ask about them. State the name of the program or utility you need and ask if he uses it on a regular basis. (Note: If you don’t NEED this proficiency, or the necessary skills can be taught on the job, skip this question. Otherwise you’ll lose great candidates who happen to lack this exposure.)

2. Will the position involve creative work related to design/writing/application building/layout? If so, ask the candidate if she can present you with a portfolio of her work. If she says yes, check this item off and move on to the next question.

3. Has she done this kind of work before? Describe the job briefly but accurately, and let her answer in her own words.

4. Review the resume before picking up the phone. Scan for signs of the type of experience you need (for example, customer service, sales, classroom instruction, inventory management, etc). If you don’t see obvious signs of this experience, ask the candidate to provide an explanation.

5. Confirm dates of employment. Just start with the most recent position and make sure the resume and the candidate’s answers line up.

6. Finally, are there any qualities, behavioral tendencies, leadership styles, working styles, or personality traits that you simply can’t live with? These deal breakers also apply to candidates who live outside commuting distance and have no interest in moving, and those who are simply unable to accept the highest salary you can offer.

Remember: effective phone interviews are direct, brief, and to the point. Respect the candidate’s time and your own, and keep your questions focused on finding red flags and key indicators of likely success. For specific guidance that can help you keep your screening process lean and error free, reach out to the Texas staffing pros at Expert.