What is a discovery call in recruitment and how can it be used for candidate screening?

A discovery call is a targeted, initial phone conversation used by recruiters and hiring managers to efficiently screen candidates, moving beyond the resume to assess mutual fit before committing to a full interview. This structured approach saves significant time and resources, with many recruitment teams reporting a 30-50% reduction in time-to-hire by implementing a robust discovery call process. The primary goal is to qualify or disqualify applicants based on role alignment, salary expectations, and core competencies.

What is a structured discovery call in the recruitment process?

In recruitment, a discovery call (often called a pre-screening or initial screening call) is the first direct interaction with a candidate after they have applied for a role or expressed interest. Its main purpose is to move beyond the resume and identify key motivational fits and potential red flags early. This step is crucial for optimizing the hiring workflow, as it helps recruiters determine if a candidate warrants a more in-depth, formal interview.

Unlike a traditional cold call in sales, a recruitment discovery call is typically scheduled or occurs after a candidate has taken an action (like submitting an application). It serves as a foundational step for building a positive candidate experience. For hiring managers, this call is essential for clarifying a candidate's salary expectations, understanding their career goals, and providing a realistic preview of the company culture.

How do you prepare for an effective candidate discovery call?

Preparation is critical to a successful discovery call. Relying solely on the resume is a common mistake. Effective preparation involves:

• In-Depth Candidate Research: Review the candidate’s LinkedIn profile, portfolio, or GitHub to understand their career trajectory and expertise. This allows you to ask informed questions about their specific projects and experiences.
• Define Clear Qualification Criteria: Before the call, establish the non-negotiable criteria for the role. This includes must-have skills, required experience level, and salary bandwidth (the approved pay range for the position). Based on our assessment experience, having a checklist prevents bias and ensures consistency.
• Prepare a Structured Script: A structured interview approach, even for a brief call, yields better results. Prepare a script with key questions to cover, ensuring you gather comparable data from all candidates. The script should include a warm introduction, the goal of the conversation, and a set of open-ended questions.

What are the best questions to ask during a candidate discovery call?

The quality of your questions determines the quality of the information you receive. The goal is to encourage conversation, not interrogation. Effective questions are open-ended and designed to uncover motivation, capability, and fit.

• "What initially attracted you to this role and our company's mission?" This question helps you gauge whether the candidate has done their research and understands your employer branding. It moves beyond a generic job search and reveals genuine interest.
• "Based on the job description, which of your skills or experiences do you feel are the strongest match?" This allows the candidate to self-assess and highlights how they perceive their own strengths in relation to your needs.
• "What are your salary expectations for your next role?" Addressing this early is essential for efficiency. It ensures both parties are aligned on compensation, preventing wasted time later in the process if expectations are mismatched.
• "What is your ideal timeline for making a career move?" This helps you understand if the candidate is actively interviewing or has a notice period, which is vital for planning your hiring timeline.

Using active listening skills during this phase is non-negotiable. Pay attention not just to what they say, but how they say it. Take concise notes on key points like specific examples they give or concerns they raise.

How do you conclude a discovery call and decide the next steps?

A strong conclusion is as important as a strong opening. It shapes the candidate's perception of your company and sets clear expectations.

1. Summarize Key Points: Briefly recap the conversation. For example, "So, to summarize, you're particularly interested in our collaborative culture, and your experience with data analytics is a strong match for our needs."
2. Explain the Next Steps Clearly: Be transparent about the process. State, "Our next step is to review all candidates this week. If you move forward, you can expect a call from the hiring manager by Friday to schedule a technical interview."
3. Provide a Final Opportunity for Questions: End with, "What questions can I answer for you about the role or the process?" This demonstrates respect for the candidate's time and interest.
4. Decide on a Follow-Up Action: Immediately after the call, log your notes in your Applicant Tracking System (ATS). Based on the established criteria, make a prompt decision: qualify for the next round or disqualify with a polite, timely rejection email.

A well-executed discovery call is a powerful tool for improving recruitment efficiency and enhancing the candidate experience. It filters for the best-fit applicants early, saving valuable time for both recruiters and hiring managers. The key to success lies in thorough preparation, asking open-ended questions, and maintaining a structured yet conversational tone. By implementing this strategy, you can significantly improve your talent retention rate by ensuring a better match from the very first interaction.