A pre-screening process can be used to ensure that applicants meet the basic requirements for a role e.g., candidates have the right skill set for a vacant role. It is a series of questions that enables you as the employer to learn some basic information about candidates, such as their interest in the position, what attracted them to the role, salary expectations etc. prior to conducting a more extensive face to face interview. 

The benefits of pre-screening interviews 

The pre-screening interview is an important part of the recruiting process. One of the biggest benefits is that it can save employers the time of putting unqualified candidates (and those with red flags) through an extensive in-person interview. It is a great way to screen out candidates that are interesting but may not be the best fit for the role, often due to a lack of experience in previous positions similar to those they wish to be hired for. 

It also helps recruiters, interviewers and candidates become familiar with each other prior to meeting, increasing candidate comfort levels with the interview process. 

How to conduct a pre-screening interview 

A pre-screening interview can be done over the phone or online. If done over the phone or video chat, take detailed notes on candidate competencies that can be provided to the hiring manager if the candidate advances to the next stage. 

Pre-Screening Interview questions 

Once you decide whether you will conduct your pre-screening interview online or over the phone, you need to prepare a set of interview questions. 

The questions you use should reveal information relevant to a candidate’s on-the job performance. However, because there may be a large pool of applicants to pre-screen we recommend that you limit interviews to around five key questions. 

The pre-screening interview is typically comprised of surface-level questions regarding job preferences, skills and abilities, career goals and aspirations. 

The example questions detailed below are different types of questions to help you to  understand your candidate from a different perspective such as understanding their skills, desired culture and preferred management style, and these types of questions are a great way to determine a good fit from the start. 

Make sure that if you have a set date or days to interview people in person that the candidate is available to attend the interview.  

 Here’s some example questions 

• Tell me in your own words what you think we are looking for? 
• Why do you think your current and past work experience make you a great fit for our role? 
• What is the biggest challenge you have faced in your current or previous role? How did you overcome this challenge? What was the outcome? 
• What are your goals for professional development? How will getting this job help you advance toward your professional development goals? 

• What type of work environment do you prefer? How do you like to be managed?  
• What are some characteristics of a company culture that helps you do your best work and helps you enjoy your time at work? 
• Tell me about a recent important task or project that you have managed? How did you make sure that the project remained on track? 
• Tell me about a time when you have had to manage multiple deadlines set for the same day or week? How did you manage this? 
• When was the last time you failed to meet a deadline? What happened? What would you do differently if given the chance? 
• What’s the most frustrating part of your current role? Have you ever taken steps to try and make this part of your role less frustrating? 
• What does your typical work week look like in terms of responsibilities? How have these responsibilities changed over time? 
• What makes a job fun and motivating for you? 
• What can your current/previous employer do to keep you from leaving your role? 
• What salary range do you expect from your next role? 
• What career accomplishments will help you to perform well in this job? 
• What career challenges have prepared you for the challenges you would face in this job? 
• Are you currently interviewing with any other companies? 
• When can you start if you are hired? 
• What questions do you have for me about the role, the team and/or the company at large? 

 After the pre-screening Interview 

Once you have conducted the pre-screening interview, you should advise successful candidates that they have been selected to attend the face to face interview and confirm their attendance. It’s also important that you let those that haven’t been selected for interview know and offer them the opportunity to get feedback as to why they were unsuccessful.