Congrats on making it to the phone screen stage! Based on my HR experience, it's always nice to get a sense of a candidate's personality. HR is interested in looking for "culture add" -- how well the candidate will fit in with the team and stakeholders, and what they would bring to the table that's unique from the current team. I would suggest trying to look up the team on LinkedIn to see what can you offer to set yourself apart. Also, you can ask the Recruiter about things you're interested in -- the culture, growth opportunities, work/life balance, diversity and inclusion initiatives, what they like about working there, etc. Good luck!

Be ready to answer questions like, "Why this company?" "Why this role? "Tell me about yourself" succinctly in 2-3 minutes each.

It might be good to be VERY familiar with the specific non-profit you're being tested for. Of course, you might not know that but if that's the case, then find info about the similar NP so you can be knowledgeable about the challenges, non tangible assets, etc.

As a person who has done MANY recruiting phone screens (& worked with nonprofits), here's my advice: be prepared to briefly and succinctly walk the recruiter through your work history--calling out a general theme, esp. if your experience is varied (e.g. "people-focused," "project management-driven," "operations")--connecting it (high level) to the current role. Think through & highlight transferrable skills that could benefit the role & the org's mission. As Mary mentioned, this screen is very, very unlikely to include any "tough" questions & will absolutely be a basic test of your professionalism, communication, & eligibility (there's only so much one can glean from a resume!). Also, I agree that this is a time to ask general questions about the org, knowing--as with any role--that you are simultaneously screening the org as they are screening you. There's no real harm in asking specific questions about the role, but just know that the recruiter (for a big org) is unlikely to have the answers you seek. Also, sometimes, but not always, screens will include a question about your salary expectations, so that's something to think through. If you have no idea what sort of salary range might be appropriate for this role, I recommend turning the question around and, instead, asking the recruiter IF there's a firm salary range set for the role. Hope this helps! Good luck!

Thank you! Good reminder to review my resume and think about how to more clearly communicate what my expertise is.

I am not an HR professional, but I work for a recruiting firm that specializes in placing highly technical professionals, so I'm familiar with this very concern (HR screens where the person likely has little to no grasp on your role) and with coaching people for success. It's good that you're thinking about this! You'll be better prepared to make the screen productive for both sides. Likely, there will be a lot of general "going through the resume" questions. They will be assessing communication, potential cultural fit, and general qualifications more than specifics. There likely won't be in depth questions about the specifics of your skills, but be prepared just in case! Some HR screeners are well-prepared. As for your end, I would focus on asking about the company and culture as a whole rather than the specifics of the day to day. There will be time for that later in the process when you speak to people better able to answer that kind of question. For someone in HR, make sure you've done your due diligence researching the company and really dig in there to get a sense of what their values and priorities are. Good luck!