A good screening call takes 8 to 10 minutes. A bad one takes 25 and still leaves you unsure. The difference is a script.
Recruiters often ask the same few questions on every call. That repeat work is exactly why screening eats so much of the week. This guide gives you a 12-question script, what to listen for, and how to record answers so they can be compared.
Before you call
- Have the scorecard for the role in front of you (3 must-haves, 1–2 deal-breakers).
- Read the resume first, for 1 minute.
- Know the pay range for the role, so you can be open about it.
- Keep the call to 10 minutes. If it needs more, book a proper interview.
The 12-question script
| # | Question | What to listen for |
|---|---|---|
| 1 | "Is this a good time to talk for 10 minutes?" | Respect for the candidate's time. Reschedule if not. |
| 2 | "Are you open to new opportunities right now?" | Genuine interest or just curiosity. |
| 3 | "What made you look at a change?" | The real reason: growth, pay, manager, location. Look for patterns. |
| 4 | "Tell me about your current role in two minutes." | Clear thinking. Can they explain their own work simply? |
| 5 | "What is the most important result you delivered in the last year?" | A real number or outcome, not a list of duties. |
| 6 | "[Must-have 1]: how have you used it, and how recently?" | Specific examples. Hesitation or vagueness. |
| 7 | "[Must-have 2]: walk me through a recent example." | Depth. Do they say 'I' or 'we' when describing their own work? |
| 8 | "What is your notice period, and is it negotiable?" | Timing against your hiring need. |
| 9 | "Where are you based, and are you open to [location/work mode]?" | Deal-breaker check. |
| 10 | "What is your expected salary range?" | Fit with the budget. Share the range for the role. |
| 11 | "Are you in any other interview processes?" | Competition and urgency. |
| 12 | "What questions do you have for me?" | Preparation and interest. |
How to run the call
- Open warmly. Say who you are, the company and the role in two sentences.
- Ask the same questions in the same order for every candidate. It makes candidates comparable and it is fairer.
- Take notes in the scorecard, not in your head. Write short evidence, not opinions.
- Be clear about next steps. Tell the candidate when they will hear from you.
- End within 10 minutes.
A simple scoring sheet
| Area | Score 1–5 | Notes |
|---|---|---|
| Interest and motivation | ||
| Must-have 1 | ||
| Must-have 2 | ||
| Communication | ||
| Notice period and availability | ||
| Salary fit | ||
| Decision | Move forward / Hold / Reject |
Opening and closing lines you can use
Opening: "Hi [name], this is [your name] from [company]. I'm calling about the [role] you applied for. Do you have 10 minutes now, or shall I call at another time?"
Closing: "Thank you, [name]. I'll share your profile with the hiring manager and you will hear from me by [day]. If anything changes on your side, please message me on WhatsApp."
Questions to avoid
Do not ask about marital status, plans for children, religion, caste, age or family background. They are not job-related, they can be unfair, and they can create legal risk. Keep every question tied to the role.
Red flags and green flags
Green flags: specific examples, clear numbers, honest about gaps, asks good questions.
Red flags: cannot explain their own work, blames every past employer, unclear about timelines, or answers that change between questions.
One flag does not decide anything. A pattern does.
The hidden cost of screening calls
Say you make 40 screening calls a week at 10 minutes each. That is almost 7 hours, and most of those calls are the same questions: notice period, location, expected salary. For an agency or a company hiring many roles, this adds up to days every month.
This is the work HRFY.ai automates. Its AI screening call asks your questions, collects answers, scores them and puts the answers in a scorecard. Your recruiter then calls only the people worth a conversation. You choose the questions, so the script above can be used as is.