TL;DR Before getting into a phone screening, we do firmly suggest to read candidate/applicant resume, get the help of resume and job description analysis and their matching score to set your strategy.
Setting the tone of voice could be beneficial for both, though keep it the way your company culture is and aim to be direct. Having a chatty and informal conversation can be suited for Millennials, and Gen the most.
LinkedIn reports that 56% of talent leaders and hiring managers are looking for new interviewing tools, particularly those that evaluate soft skills
The following questions aim to verify what is on a candidate’s resume. Resumes can be ambiguous and titles may have different meanings at different firms so better to check an individual’s experience level and skills.
Startup Note: Keeping the strategy of “hire fast and fire fast” does not mean skipping the flow. Remember the wrong hire can be destructive for both the candidate and your company employees.
Hint: Listen carefully, check intonation and red flags such as unclear answers, the approach, and mood. It will help you to get into better information on your shortlisting for another process such as mock video questionnaires, psychometric test or expertise ones.
If the candidate's answers to your phone interview questions don't satisfy you, you've saved yourself the time involved in interviewing them in person. Though try to get into another if the state is still unclear whether to continue the process with her/him/it or not!
Try to use collaborative recruitment platforms to have other inputs such as peers, line managers, other recruiters or even an outsider as an external consultant.