Pre-screening is crucial to determine the most suitable candidates. And quite simply, without this early stage, the hiring process becomes much harder.
From learning about their skills, goals, to their work ethic, the aim at this point is to process for suitability as quickly as possible.
But if not done efficiently, this stage itself can become time-consuming, so asking the right questions is essential!
Using carefully considered pre-screening questions, either through a phone or video call, ensures you can speed up your search while still narrowing down your talent pool.
Here are the best pre-screening questions to help you identify the best candidates:
Make sure the first question is about the candidate. Why did the candidate choose your company in particular? Are they familiar with you already? What are they looking for in a new opportunity?
• Why do you want to work here?
• What about this position made you want to apply?
• How familiar are you with our company and what we do?
• Why did you leave your previous role?
Tip: Avoid yes or no questions. Responses should also relate to the exact specifics of the position for which they’re applying.
What are their personal growth goals? Those wanting to develop are more willing to learn new skills to improve work performance and adapt to company needs.
Tip: An applicant who has all the correct qualifications looks great on paper, but you may find more flexibility with someone who is still working on their professional targets.
It’s important to understand how people prefer to work and learn. This is a good indicator of whether they would integrate well with your current workforce.
Tip: Candidates may be nervous and fail to provide you with the insight you need, so put them at ease by introducing yourself, providing some job context and information on how the interview will be structured.
Prior career accomplishments will signal whether they would make a good fit for your position.
Tip: To find out more about the applicant, expand on the information supplied on their CV and cover letter.
Some people love working as part of a team, while others may prefer to work more independently. Find out what they prefer and see if this aligns with the expectations of the position.
Tip: Keep things simple, get the essential information you need, and build a rapport. Remember, you don’t need to know their entire life story!
Time Management & Organisation
You want to find someone who can complete their responsibilities efficiently, without having to be micromanaged. You’ll also want to find out how they respond to pressure. Do they have experience working to tight deadlines?
Tip: Questions used on a large pool of talent need to be quick, to the point, and require a detailed response.
Find out if they can handle the responsibilities of the role by focusing on their previous experience.
Tip: Look past job titles. Businesses have different requirements for positions. Instead, focus on their role and responsibilities.
Time can be wasted if the candidate is seeking a salary bracket outside of your range. Asking this question early on can save you time long-term.
Tip: It's important to answer any queries your candidate may have, whether about the job or the recruitment process. Having answered any questions, close the interview by thanking the candidate for their time and give them your contact details. They will appreciate being able to get in touch should they think of any more questions!
We hope this makes your pre-screening process easier. To conclude, aim for short, to the point questions that provide you with enough insight to progress to the next stage. Happy screening!
Contact us on 0115 786 0443 or email firstname.lastname@example.org.