Why you’re failing phone screens, and what top candidates do instead
Recently, I’ve been interviewing candidates for both engineering and marketing roles, and I’ve noticed a common misconception: Many people misunderstand what the phone screen is actually *for.*At phone screen round, you’ve got 20 minutes to prove you're more than a resume. And if you’re just running through answers like a checklist? You’ve already lost them. Phone screens are about connection, curiosity, and clarity. Here’s what actually gets people to the next round:
✅ Start with small talk
You only have 20–30 minutes, but those first 2 minutes set the tone. You can ask about the weather in the recruiter’s location or casually share what you’ve been up to lately. Remember: people hire people they like. Start like a human, not a robot.
✅ End with a second pitch.
Most candidates say “No, I’m good” when asked if they have questions.
Top candidates say: “I know this is a competitive role, could you share what qualities you look for in standout candidates?”Then they link that answer back to their own strengths: “That makes sense. I actually led a similar initiative at X, it sounds like that experience could be really valuable here.”
✅ Research the recruiter, and make it matter.
Look them up on LinkedIn. If they’ve been at the company a while, say:“I noticed you’ve been at [Company] for over 4 years, that’s rare these days! What’s kept you excited about the work here?”It’s not flattery. It’s intentional. It shows you care enough to prepare.
✅ Make your story audience-friendly.
Your interviewer may not be technical. If you’re in data, engineering, research, simplify. Ask yourself: would your college roommate understand what you’re saying? Or run it through ChatGPT to translate your project into plain languages.
Phone screens aren’t pass or fail. They’re trust tests.
They’re asking: Can I understand you? Do I enjoy talking to you? Would my team want to meet you?
And the best candidates don’t just “answer questions.” They connect.
Jobadvisor
Key Takeaways from the Article
The article highlights a fundamental shift in perspective for job candidates: A phone screen isn't just about answering questions; it's about building a connection and demonstrating your potential beyond the bullet points on your resume. The core message is that you're being evaluated as a person, not just as a list of qualifications.
Here are some of the key strategies mentioned:
Establish a Human Connection: Start with a bit of small talk to build rapport. This helps you come across as a likable person, which is often a key factor in hiring decisions.
Prepare and Be Intentional: Researching the recruiter and asking them thoughtful, specific questions shows you're genuinely interested and have done your homework.
Simplify Your Story: Tailor your experience to your audience. If your interviewer isn't technical, explain your work in simple, relatable terms. Using a tool like ChatGPT to simplify complex descriptions can be a great way to practice this.
Pitch Yourself a Second Time: Don't miss the opportunity at the end of the call to ask what makes a candidate stand out. Use their answer to connect your unique skills and experiences back to the role, reinforcing why you're a great fit.
What Top Candidates Do Instead
Based on the article, top candidates treat the phone screen as a trust test, not a simple Q&A session. They understand that the interviewer is trying to answer these questions:
Can I understand what this person is saying?
Do I enjoy talking to them?
Would my team want to meet this person?
Instead of just running through answers, top candidates take a more strategic and human-centered approach. They focus on:
Building Rapport: They use the first few minutes to connect with the interviewer on a personal level.
Demonstrating Curiosity: They ask intentional questions that show they've researched the company and the recruiter.
Making a Final, Compelling Pitch: They use the closing moments of the call to strategically link their strengths to the qualities the company is looking for, ensuring their best experiences are highlighted.