Telephone screening template
You can use this template to help you screen applicants before you decide who to interview.
Telephone screening applicants can save you time if there is a mismatch between what the
candidate is looking for compared to what the job is offering. It can also help you make an initial
assessment of the candidate’s skills and experience, communication skills and pay
expectations.
Suggestion steps for conducing telephone screening of applicants
For more information on hiring a new employee, see our ‘Hiring employees’ online learning
course at fairwork.gov.au/learning. For information about minimum employment rights and
entitlements you can also call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au.
Step 1: Review all applications and shortlist suitable applicants
After advertising for employees, you’re likely to receive a lot of applications. While some applicants will
be suitable for the job, others will not be. Therefore, before telephone screening applications, it’s
important to review all the job applications you receive to identify applicants who appear suitable for
the role you’ve advertised. You don’t want to spend time interviewing candidates who are not suitable
for the role.
After reviewing the applications, you can create a shortlist of suitable applicants that you want to
telephone screen. You only need to shortlist those candidates who you think will be suitable for the job
based on the information they have provided.
Step 2: Telephone screen shortlisted applicants
Once you’ve established a shortlist, you can telephone screen the applicants you’ve shortlisted to
further refine your list. Use our telephone screening template below to help you conduct a telephone
interview. You can record the person’s answers to the questions in it in the space provided.
Remember that the template is a guide only. If you need more information in a particular area from the
applicant, you should ask them relevant follow up questions. Also ask the person to provide examples
that demonstrate their relevant knowledge and experience.
Remember:
schedule appointments with your shortlisted applicants for the telephone interview
don’t conduct on-the-spot interviews
each telephone interview will take 10-20 minutes per applicant.
Step 3: Review your shortlist
Once you have completed the telephone screening you will have a better understanding of the interest
applicants has for the job and their suitability. You are now in a position to review your shortlist, based
on the information you got. You don’t keep people on your shortlist who, after telephone screening,
don’t appear suitable for the job.
From here, you can decide who you want to interview face-to-face.
The Fair Work Ombudsman is committed to providing you with advice that you can rely on.
The information contained in this template is general in nature. If you are unsure about how it applies to your situation you can
call our Infoline on 13 13 94 or speak with a union, industry association or a workplace relations professional.
APPLICANT NAME: DATE:
INTERVIEWER:
What attracted you to apply for this position?
What skills, knowledge and experience can you bring to this job?
Where are you looking to head in your career? What are you looking to achieve in this job?
What are your strengths & areas for development?
What is the reason you wish to leave or left your current/last employer?
Other
OTHER INFORMATION
Salary expectation
Availability for interview
Working rights in Australia Citizen Perm Resident Visa
Currently employed YES / NO
INTERVIEWER COMMENTS
