Phone screening questions for better temp matches.

Phone screening questions for temp staffing applicants should cover relevant experience, availability, shift hours, site access and interest in the assignment. Finish with the applicant’s questions and a clear next step.

Use the examples below to build a consistent screen for each job order. Ask everyone the same core questions, then clarify their answers. These are conversation examples, never an automatic rejection policy. Your recruiter reviews the answers against the actual assignment.

• Before callingHave the duties, pay, dates, hours, site address and required qualifications ready. Review the application for job-related details to clarify.
• At the openingName your agency and explain the assignment. Check that the applicant has time to talk, or agree a callback.
• At the closeRepeat the agreed availability. Name the recruiter who follows up and give a specific time for the update.

Underheard calls applicants when they apply, introduces the job and starts screening. You get the answers in the worker record, ready for your recruiter’s next action.

Ask for a recent example of the work your client needs. Record the task, equipment and applicant’s own contribution, so another recruiter understands the answer.

• “Which parts of this assignment interest you?”Reason: connect the applicant’s preferences with the actual duties. Explain unfamiliar tasks before asking for their interest.
• “Describe a recent shift where you packed orders.”Reason: hear what they handled, how they checked orders and what they did themselves. Replace packing with the task on your job order.
• “Which scanners or packing tools have you used?”Reason: distinguish hands-on experience from equipment they have only seen. Ask for one example of how they used the relevant tool.
• “What did you do when an order looked wrong?”Reason: hear a specific example of checking work and raising a problem. Use a situation relevant to the role.

For a first assignment, invite examples from training or other relevant work. Compare the evidence with your client’s requirements. Keep experience, training needs and items awaiting verification in separate notes.

Ask: “Which current credentials do you hold for this assignment, and when do they expire?” Use this question only for credentials the role requires. Record what the applicant reports, then assign verification to your recruiter.

The answer tells you what to check next. A reported credential still needs the document and any client-required validation before placement. Underheard fills certifications, skills and custom fields in your ATS from the screen.

Read the assignment dates and exact shift hours before checking availability. Replace relative answers such as “next week” with a calendar date in your notes.

• “What is the first date you are available?”Reason: separate interest from an actual start date. Check any notice period or existing work commitment that affects the start.
• “Which days work for you through the end date?”Reason: check the full assignment, including any stated weekend shifts. Record the days the applicant gives without asking about private arrangements.
• “Does the 2 p.m. to 10 p.m. shift fit?”Reason: confirm the exact hours for this order. Ask separately about overtime only when the assignment includes it.

Record a later start as a later start. Your recruiter decides whether the client has flexibility or another opening fits. Underheard checks availability and sends the answer back to your ATS.

Give the site address, arrival time and agreed pay details. Ask about this assignment before treating a general preference as a commitment.

• “Can you reach this site for the stated start?”Reason: check arrival at the actual address and entrance. Focus on reaching work, rather than owning a car.
• “Does the stated hourly rate work for you?”Reason: confirm agreement with the offered pay. State the actual rate and any shift differential, then record the response.
• “What do you need clarified before deciding?”Reason: surface questions about duties, equipment, breaks or arrival. Give each unresolved item an owner and a follow-up time.

Use your agency’s approved job-related wording. Keep questions focused on the work and schedule. Ask about availability directly, and leave personal explanations out of the screen.

Review the answers against the job order before advancing the applicant. Use this checklist for every screen, with a named recruiter responsible for the next action.

• Experience evidenceMatch the described tasks and tools to the assignment. Separate demonstrated examples from skills still awaiting a check.
• Dates and hoursRead back the start date, available days and exact shift. Resolve any difference between the application and the call.
• Site and termsCheck the applicant heard the address, arrival time, pay and assignment length. Record any question about travel or equipment.
• Required checksMark each required credential or client check as verified or pending. Give pending items an owner.
• Applicant questionsAnswer the open questions or assign a follow-up. Tell the applicant when they will hear back.
• Recruiter decisionRecord advance, clarify or discuss another assignment, with a job-related reason. Your recruiter confirms any booking before it goes out.

An unanswered question needs clarification. A missed call needs a contact note. Keep both distinct from a completed answer, and make the recruiter’s review visible in the record.

Choose one core question set per job order. Keep the questions, required fields and review checklist together so each recruiter works from the same assignment details.

Ask follow-ups to clarify a specific answer, then record the detail that changed. Review a sample of completed screens together and discuss differences in how recruiters interpreted the same requirement. Update the question wording when the job changes.

Underheard screens by phone in 120+ languages and switches language mid-call. Your recruiter reviews the job-related answers with the transcript and recording on the worker’s page.

Set aside 10 to 15 minutes for your core questions, with time for the applicant to ask theirs. Book a separate follow-up when a detailed skills check needs longer.

Use this sample opening: “I’m [name] calling from [agency] about [assignment] at [site]. The work involves [duties], with [hours] at [offered rate]. Is now a good time to discuss your experience and availability?”

Repeat what you heard before closing: “You’re available from [date] for [shift] at [site]. I’ll ask [recruiter] to confirm [open question]. Expect an update by [time].”

Replace every placeholder with the actual job details. Your recruiter resolves the open items and confirms the booking. Underheard handles attendance confirmation and reminders for upcoming starts. For the next stage, read how to prepare workers for the first shift.