Recruiting is an art, and finding the right candidate for a job can be daunting. But one of the best ways to ensure that you select the right person for the job is to ask the right screening interview questions during an initial phone or video interview. So, here’s your comprehensive guide to screening interview questions.
It’s no secret that the job market is tight these days. With the national unemployment rate at a low 3.6%, recruiters have to be selective about who they bring on board. So, it is important to conduct a screening interview to test the skills of your candidates to see if they are a good fit.
Having a set of go-to questions to ask in your first round of interviews helps you in a lot of ways. Firstly, it allows you to quickly assess which candidates are suitable for further consideration and which ones should be eliminated from the process. Also, it gives you the opportunity to get a sense of their personality, work ethic, and communication style before investing more time in them.
So, in this blog post, we’ll discuss some of the top screening questions recruiters must ask in order to find successful candidates and create a strong team. Read on to learn more!
What are interview screening questions and why are they important?
As a recruiter, you know how important it is to ask the right questions in an interview. But what are screening questions and why are they so important?
Screening questions are questions that help you determine if a candidate is a good fit for the job. They can be about skills, experience, or even personal interests. The best screening interview questions will help you weed out candidates who aren’t a good match. Also, it would focus on those who have the potential to be a great fit for your company. Interview screening questions can also help to uncover red flags that could lead to future problems.
Asking the best screening interview questions will help you get a better sense of who the candidate is overall. Also, you will be able to anticipate what they’re capable of, and how they might perform in the role. So, with this information, you can make a more informed decision about whether or not to move forward with them in the hiring process.
Types of screening interview questions
There are a variety of screening interview questions that recruiters can ask to help them determine if a candidate is a good fit for the organization. Here are some examples of the categories of the common screening interview questions:
Screening questions about their technical skills
The screening questions related to technical skills will help you assess candidates’ technical skills, knowledge, and abilities in relation to the job they are applying for.
Screening questions about their previous work experience
A candidate’s previous employment and career accomplishments will significantly impact whether they would make a good fit for your open position. So, the screening questions related to work experience help candidates determine if they have the necessary skills for the position based on their past work experiences.
Screening questions to know more about their personality and behavior
These questions will help you understand and analyze the candidate’s personality and work style. So, these questions should be the key to determining if the candidate would be a right fit or not.
Motivational and Behavioral screening questions
These questions will help you understand why the candidates are interested in the role and what drives them. Also, these will help you examine the candidates’ behavior in the past and analyze how they will behave in the future.
Top Screening Interview Questions Recruiters Must Ask
Below are some examples of the most asked screening questions that successful companies use to determine the right fit-
1. Tell me about yourself
This may seem like a pretty cliche and generic question. However, as important as this question is in a general interview, it is equally important in a screening interview too. So, this question will help you gain in insight on the candidate’s background, work experience and many other things.
2. Can you describe your current and previous job roles?
This is a great question to open up the screening interview process. It will give you an idea of how capable the candidate is in terms of their skill sets. Also, you will get an insight on what motivates them and what are the factors that led them to find a new job.
3. What are your salary expectations from this company?
This screening interview question will help you determine whether the candidate’s salary expectations aligns with your budget. You can also get an idea of how flexible the candidate would be when it comes to salary negotiations.
4. What is your current notice period of when are you available to start?
This question can be pretty helpful if you’re looking to fill the job position quickly. Asking this question to candidates you’re serious about will help you make arrangements and plan for the onboarding in advance.
5. Why did you choose this particular position or company?
It is a given that the job seeker wants to work for pay. This question will help you get an insight on how enthusiastic or interested the candidate is in the duties of the position, what may be learned from your company, or the broader objective of the organization.
6. Do you have a passion for something in particular?
It is a fantastic screening question since it will help you learn more about what drives a potential employee. Also, it provides an opportunity to determine whether a candidate is a good fit for your organization and your position.
7. What do you think is your biggest failure and why?
This is another screening question that will help you assess the applicant’s level of self-awareness. Everyone has experienced failure in their lives, whether it is professionally or personally. A person can discuss what they learnt from their mistakes without feeling hesitation.
8. What do you believe you can offer the business?
As a recruiter, you should have a thorough understanding of the requirements for the vacant position. So, with this question, you can determine whether the candidate’s particular abilities or skill sets are required for the role.
9. Can you describe what you know about this company?
You need to hire a candidate who does their research before getting into a situation. So, this question will help you determine if the candidate has done their homework about the company before the interview.
10. Do you have any upcoming interviews with other businesses?
This question will help you determine if there are any other open options for the candidate. So, it will help you understand how quickly you should move in hiring the candidate.
Conclusion
As a recruiter, it’s important to have a set of screening questions to help identify the best candidates for the job. We hope this article has given you some ideas on what types of interview questions to ask and how they can be used to ensure that you choose the right person for the role.
Asking these screening interview questions will help your recruitment process go smoother and save time in selecting qualified individuals who will fit well into your organization.