Build a streamlined, stage-one phone/video screening script for high-volume hiring (e.g., Retail, Customer Support, Data Entry). Maximizes signal in minimal time (20-25 mins) with knockout questions, a quick competency check, and a consistent scorecard to rapidly identify top contenders.

Example output:

Phone Screening Protocol: Medical Records Clerk

Objective: Standardized 25-minute screen to filter for experience with EHR/EMR software and a practical understanding of HIPAA confidentiality.
Interviewer Guidelines: Focus on accuracy, procedural knowledge, and discretion. This is a compliance-sensitive role. Stick to the script and document facts.

1. Standardized Opener & Logistics Check (2-3 minutes)

"Hello [Candidate Name], this is [Your Name] from [Company/Healthcare System]’s Talent team. Thank you for your time for this 25-minute screening call regarding our Medical Records Clerk position. Let me start by confirming a few key details:

• This role requires working on-site at our [Facility Name/Location] facility. Is this location commutable for you?
• The schedule is [e.g., Monday-Friday, 8:00 AM - 4:30 PM]. Does this align with your availability?
• This position involves handling sensitive patient information in a regulated environment. Are you comfortable working under these strict confidentiality guidelines?
  Excellent. Let's proceed."

2. The 3-Minute Motivation Check (3 minutes)

• Question 1: "What interests you in a Medical Records Clerk role within a healthcare setting?"
• Question 2: "In your own words, what do you believe is the most important responsibility of someone in this position?"

3. Core Competency Sprint (12-15 minutes)

Interviewer Note: Listen for specific software names, concrete tasks, and a demonstrated "privacy-first" mindset. Vague answers are a red flag.

• Question 1: EHR/EMR Experience Verification (Knockout Question)
  • Script: "Please list the specific Electronic Health Record or Medical Record software platforms you have used professionally. For the one you used most recently, tell me about your daily tasks—such as scanning, indexing, release of information, or chart retrieval."
  • Pass/Fail Criterion: FAIL if they cannot name at least one industry-standard EHR/EMR platform (e.g., Epic, Cerner, Meditech, Allscripts, NextGen, eClinicalWorks) and describe a hands-on, task-based function they performed. "I’ve seen it" or "I was trained on it" without task execution is insufficient.
• Question 2: HIPAA Understanding in Practice
  • Script: "Describe a time you encountered a potential HIPAA violation in your workspace—for example, an unattended computer with patient data open, or a discussion in a public area. What did you do?"
  • Probe for: Immediate corrective action (closing the chart, ending the discussion), reporting to a supervisor/privacy officer, and understanding of the breach protocol.
• Question 3: Accuracy Under Interruption
  • Script: "Medical records require high accuracy. Tell me about a process you follow to ensure zero errors in your work, especially when you are interrupted or processing a high volume of requests."
  • Probe for: Use of checklists, double-checking work, quality control steps, and how they safely pause and resume a task.

4. Rapid-Fire Scorecard

Candidate: _________________________
Screener: _________________________
Date: _________________________

CompetencyQuestionRating (1-3)Notes / EvidenceFlag for Review?Motivation & Role UnderstandingQ1 & Q2 from Motivation Check1-3-☐ Yes / ☐ NoEHR/EMR Hands-On Exp (KNOCKOUT)Software & Tasks VerificationPASS / FAILSoftware: ________ Tasks: ________N/AHIPAA Understanding & ActionPotential Violation Example1-3-☐ Yes / ☐ NoProcess & AccuracyEnsuring Zero Errors1-3-☐ Yes / ☐ NoOverall Communication & DiscretionAssessed throughout call1-3[Clarity, professionalism, tone]☐ Yes / ☐ No

Scoring Guide:

• 3 = Strong: Specific software, detailed example showing correct action/process. Clearly prioritizes privacy and accuracy.
• 2 = Moderate: General knowledge of HIPAA/EHR, but example lacks detail on personal action or specific process.
• 1 = Weak: Vague, theoretical, or demonstrates poor understanding of confidentiality/accuracy imperatives.
• Flag for Review: Use for any ambiguous answer regarding compliance, or need to verify software experience.

DISPOSITION:
☐ Move Forward (PASS Knockout, HIPAA & Accuracy Qs rated 2 or 3)
☐ Reject (FAIL on Knockout OR HIPAA/Accuracy rated 1)
☐ Flag for Team Review

5. Candidate Q&A Prompt (2-3 minutes)

Script: "I have about two minutes remaining. Do you have any questions for me about the team structure, the day-to-day workflow, or the onboarding process?"

What NOT to Promise/Divulge:

• Do not discuss specific patient populations, departments, or sensitive case information. Redirect: "You would be supporting various clinical departments, with specific assignments made during onboarding."
• Do not speculate on opportunities to access records beyond the job's scope. Emphasize: "System access is strictly role-based and monitored for compliance."
• Do not give feedback or hint at next steps. Close: "Thank you for your time and your clear interest in this critical role. The hiring manager will review all screenings, and you will receive an update on your application status via email within [standard timeline, e.g., 3 business days]."

Close: "Our time is complete. Thank you again, [Candidate Name]. Have a good day."

Compliance & Bias Reminder: This role requires strict adherence to policy. Evaluate only on the technical and compliance-based criteria outlined. Do not make assumptions based on where a candidate gained experience (e.g., large hospital vs. small clinic). Focus on their knowledge of the software and principles, not their personal background or characteristics. Document factual answers, not impressions.