Official form guide
Form Telephone screening form: Telephone screening form
The Telephone screening form is a template from the Fair Work Ombudsman to help employers screen job applicants over the phone before face‑to‑face interviews.
Need help with Form Telephone screening form?
Open it in the AI Editor for field guidance, checks, and PDF export.
Form Overview
Fair Work Ombudsman Form Telephone screening form - Telephone screening form
The Telephone screening form is a template from the Fair Work Ombudsman to help employers screen job applicants over the phone before face‑to‑face interviews.
Risk Radar
Scan points- 1Skipping the phone interview and moving straight to a face‑to‑face interview.
- 2Conducting the phone interview without scheduling an appointment, leading to rushed or informal calls.
- 3Failing to record the applicant’s answers, making it hard to compare candidates later.
- 4Omitting questions about work rights or visa status, which could breach legal obligations.
- 5Allowing the call to exceed the suggested 20‑minute limit, reducing efficiency.
Plain English
It’s a simple worksheet you fill out while you talk to shortlisted candidates. It guides you through questions about motivation, skills, salary expectations and work rights, and gives space to note their answers.
Submission Date
- Filing date: Use it after you have reviewed applications and created a shortlist, and before you invite candidates to a face‑to‑face interview.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
AI co-pilot
Fill it faster. Catch mistakes before you file.
What this form is for
- When you need to quickly assess if a candidate matches the role before a face‑to‑face interview.
- To gauge a candidate’s skills, experience, communication ability and salary expectations over the phone.
- When you want to identify any work‑right issues (visa, citizenship, residency) early in the hiring process.
- To reduce time spent interviewing candidates who are not a good fit.
- As a guide for recording answers during a 10‑20 minute telephone interview.
Form selector
Use this form or another form?
Need a formal written job offer
Offer letters have legal obligations
✓ Verify the offer complies with Fair Work standards
Collecting detailed employment history
Employment history form captures longer term data
✓ Ensure you have consent to collect personal info
Recording a written interview summary after face‑to‑face interview
Interview summary form is used for final selection
✓ Confirm it aligns with anti‑discrimination policies
Deadline or filing window
There is no formal filing deadline; the timing is driven by your recruitment schedule – complete the form before you schedule any face‑to‑face interviews.
Before you submit
- 1Complete the applicant name, date and interviewer fields.
- 2Ask and record answers to all listed questions.
- 3Schedule the telephone interview in advance – do not conduct on‑the‑spot calls.
- 4Note the candidate’s salary expectation and availability.
- 5Record work‑right status (citizen, permanent resident, visa).
- 6Mark whether the candidate is currently employed.
- 7Add any additional comments in the Interviewer Comments section.
- 8Save the completed form securely for later review.
- 9Cross‑check that no personal data is omitted that could affect shortlisting.
How to file this form
- 1Complete the form during or immediately after the telephone interview.
- 2Review the answers for completeness and relevance.
- 3Store the form in your recruitment records (digital file or paper folder).
- 4Update your shortlist based on the screening outcomes.
- 5Prepare for face‑to‑face interviews with the remaining candidates.
Known limitations
- 1The template is a guide only; it does not replace legal advice.
- 2It does not constitute a formal assessment or selection decision.
- 3Only suitable for initial phone screening, not for detailed background checks.
- 4Answers are self‑reported and may need verification later.
- 5The form does not cover all possible interview questions or compliance checks.
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
Almost done reviewing the fields?
Fillable formOpen in Editor->The Telephone screening form is a current template provided by the Fair Work Ombudsman for pre‑interview screening. No recent amendment date is listed in the source.
What changed or needs a fresh check
- Confirm the template includes the latest Fair Work Infoline phone number (13 13 94).
- Check that the question list matches the current version (attraction, skills, career goals, strengths, salary, work rights, etc.).
- Verify the suggested interview length (10‑20 minutes) is still recommended.
- Ensure any online learning course link (fairwork.gov.au/learning) is active.
- Confirm the layout of applicant and interviewer fields (name, date, interviewer).
Quick Facts
Downloads & source
Sources
- SRCForm purpose: screen applicants before face‑to‑face interviewconfirmed in source.
- SRCSuggested interview length of 10‑20 minutesconfirmed in source.
- SRCList of questions (attraction, skills, career goals, strengths, salary, work rights, etc.)confirmed in source.
- SRCInstruction to schedule appointments and not conduct on‑the‑spot interviewsconfirmed in source.
- SRCFair Work Infoline number 13 13 94confirmed in source.
- SRCReference to ‘Hiring employees’ online learning course URLconfirmed in source.
- SRCInterviewer comments sectionconfirmed in source.
- SRCAny filing or submission procedurenot confirmed in official source.
Common confusion points
Conducting the interview without scheduling an appointment.
Skipping the ‘work rights in Australia’ question.
Leaving the Interviewer Comments section blank when notes are needed.
Recording answers in an unofficial format that is hard to read later.
Assuming the template replaces a formal interview assessment.
Providing legal advice based on the template’s questions.
Using the form for post‑hiring performance reviews.
Failing to verify the candidate’s visa status when indicated.
Source transparency
Copyright & Licensing — Australian Government Forms
BrieflyGo links to and explains official public form sources. We are not a government agency, and this page is for general form guidance, not legal advice.
Understand the agreement before you sign it.
Review risky clauses in plain English, fix the document, and keep it moving toward signature.