Scorecard template
Phone screen scorecard template
The first 15 to 20 minute call with an applicant, to check the basics before anyone spends an hour on an interview.
The scorecard
Score each criterion from 0 to 3. Multiply by its weight, add it up, and a call lands between 0 and 100.
| Criterion | Weight | What the scorer asks | 0 Not touched | 1 Mentioned | 2 Explored | 3 Confirmed |
|---|---|---|---|---|---|---|
| Introduction and purpose | 10 | Did the recruiter introduce themselves, the company and the purpose and length of the call? | No introduction, straight into questions. | Introduced; purpose or length left out. | Purpose and length explained. | Purpose and length explained, and the candidate confirmed the time works. |
| Motivation | 20 | Did the recruiter find out why the candidate is looking, and why this role? | Motivation not asked about. | Asked; the answer taken at face value. | Followed up on the reason for looking and the interest in this role. | Motivation clear and summarised back to the candidate. |
| Must-have requirements | 25 | Did the recruiter check each must-have for the role, such as experience, languages, location or a licence? | Must-haves not checked. | Some checked, with yes-or-no questions. | All checked, most with an example. | All checked with examples, and gaps named on the call. |
| Salary, notice and start date | 20 | Did the recruiter cover salary expectations, the notice period and a possible start date? | None of the practicalities covered. | One covered, the rest left for later. | Salary, notice and start date covered. | All covered, and a mismatch named openly if there is one. |
| The role, explained | 10 | Did the recruiter explain the role clearly enough for the candidate to decide whether to go on? | Role not explained. | Explained in general terms. | Tasks, team and process explained. | Tasks, team and process explained, and the candidate’s questions answered. |
| Next step | 15 | Did the call end with a clear next step and a date? | No next step. | Vague, such as "we will be in touch". | Next step named; timing open. | Next step, date and contact person agreed. |
What to listen for, criterion by criterion
10/100
Introduction and purpose
Listen for
- name, company and role named
- call length agreed
- the candidate asked if now is a good time
What good sounds like Thanks for picking up. This is a twenty-minute call to see if the role fits what you are looking for. Is now still a good time?
20/100
Motivation
Listen for
- the reason for looking or leaving
- what draws them to this role
- what they want from their next job
What good sounds like What made you apply for this one, out of everything you are looking at?
25/100
Must-have requirements
Listen for
- every must-have for the role checked
- examples asked for, not yes or no
- gaps named, not glossed over
What good sounds like The role needs French with customers every day. Could you tell me about a conversation you had in French at work recently?
20/100
Salary, notice and start date
Listen for
- salary expectations discussed openly
- the notice period
- other processes the candidate is in
What good sounds like What salary range do you have in mind, and how long is your notice period?
10/100
The role, explained
Listen for
- main tasks and the team
- how the process continues
- the candidate’s questions answered
What good sounds like You would join the account management team, each person with their own region, reporting to the sales director.
15/100
Next step
Listen for
- what happens next
- when the candidate will hear back
- who the next interview is with
What good sounds like I will share your profile with the hiring manager today. You will hear from me by Wednesday, either way.
A call scored against this template
Drummer scores every call against the template you choose. Each criterion gets its reasoning and the moment in the call that proves it, so a team lead checks the evidence in seconds instead of listening to the whole call.
Scored against Phone screen
Interview: account manager, Ghent
18:00
75/100Interview run
- Introduction and purpose3 / 301:34
- Motivation1 / 304:26
- Must-have requirements3 / 307:17
- Salary, notice and start date2 / 310:09
- The role, explained3 / 313:00
- Next step2 / 315:51
Must-have requirements is well evidenced. Motivation only came up in passing: go over it with the interviewer before the next interview.
About this template
A phone screen is short, so what it skips gets expensive later: a must-have nobody checked, a salary gap found after two interview rounds, a candidate who never hears back. This scorecard puts the most weight on the must-haves and keeps the call on what a recruiter needs to decide whether the candidate goes on.
When should you use this scorecard?
On the first call with an applicant, before the structured interview. Recruiters who screen many candidates a week get the most from it: Drummer scores every screen, so a recruitment lead sees which checks get skipped across the team, not only in the calls they happen to hear.
How does Drummer score a phone screen?
Drummer picks up the call from your phone system or the notetaker, transcribes it in the language it was held in and scores each criterion with its reasoning and the timestamp that proves it. A lead clicks the timestamp, hears the moment and leaves a comment for the recruiter. More on the platform.
Questions about this template
What should a phone screen cover?
Four things: why the candidate is looking, whether they meet the must-haves for the role, the practicalities (salary, notice period, start date) and a clear next step. This scorecard weights the must-haves highest, because a phone screen exists to catch a mismatch before it costs an interviewer an hour.
Can Drummer score phone screens from our phone system?
Yes. Calls through Aircall, Ringover, Dialpad or RingCentral reach Drummer automatically, and video screens through the notetaker. Each criterion gets a score, its reasoning and the timestamp of the moment, so a recruitment lead can coach a screen without listening to all of it.
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Score your conversations with this
Bring a few recordings to a 30-minute demo and see them scored against Phone screen, with the moment that proves each criterion.