Screening Question Library

 

Pre-employment screening questions filter the quantity at the top of the applicant funnel into a smaller pool of quality applicants best suited for job consideration. A strategic screening process allows high-volume job roles (size and frequency) to be filled quickly and accurately.

This is a list of screening questions that accurately measures the attributes top employers seek the most. If you're new to screening questions, or want additional information on how best to utilize applicant screening questions in your hiring process check out our Complete Guide to Applicant Screening Questions.

Select the desired attribute to see the questions that will measure that attribute.

Eligibility Screening Questions Job Performance Screening Questions

 

 

Eligibility Screening Questions

Eligibility screening questions measure if an applicant is eligible for consideration of employment in a given position. These questions are non-negotiable requirements that must be met before any further skill or performance evaluation should take place. The list below includes some common eligibility areas and sample questions that measure those areas. 

 

Compensation

The compensatory rewards that an applicant will receive for this position. This often includes salary and any other form of monetary compensation.


  • What level of compensation are you looking for? (Free Form)
    • Leave this as an open ended question to get a sense of their salary expectations if you do not have a specific range.
  • What level of compensation are you looking for? (Multiple Choice)
    • $40-$50K
    • $50-$60K
    • $60-$70K
    • $70-$80K
    • $80K+
  • The salary range for this position falls between <low amount> and <high amount>. Does this range match what you are looking for in terms of compensation?
    • Yes
    • No

<back to top

 

Start Date

The time in which an applicant can start a position. 

  • If offered this position, how soon could start?
    • Immediately
    • Within 1 week
    • Within 2 weeks
    • Within a month
    • Later then 1 month
  • If offered this position within the next two months, do you have any conflicting responsibilities that might prevent you from starting immediately (e.g. finishing college, non-compete agreement, etc.)?
    • Yes
    • No

<back to top

 

Employment Status

The legal employment status of an applicant in regards to the laws governing their right to work in the given area required by the specific job.

  • Are you a citizen of the United States or do you otherwise have legal authorization to work within the United States?
    • Yes
    • No
  • Are you 18 years of age or older?
    • Yes
    • No

<back to top

 

Location

The applicants physical location meets the requirements of the specific job. 

  • Are you currently living in the <enter geographical area> area?
    • Yes
    • No
  • Are you willing to relocate to the <enter geographical area> area if you currently don't live there?
    • Yes
    • No

<back to top

 

Willingness to complete the process

  • As part of our hiring process we ask all candidates to undergo a criminal background check. Are you willing to undergo that check?
    • Yes
    • No
  • Before being offered this position, you will be asked to take a pre-employment drug screen. Are you willing to do that?
    • Yes
    • No
  • As part of this hiring process, we will ask for employment references to verify your work history. Are you willing to undergo a reference check?
    • Yes
    • No

<back to top

 

Job Performance Screening Questions

Another type of screening questions are related to the ability of the applicant to perform the required tasks of the job. These attributes are generally measured after the initial screening for basic eligibility but can also be a powerful tool for filtering out any applicants who don't meet the minimum performance requirements. These question ofter measure education, certifications, experience and other relevant skills.

Each performance based question will be unique to the position you are hiring for, while the eligibility questions are more generalized across job roles.

The list below gives some examples of job performance screening questions organized by the attribute they measure.

<back to top

 

Education

The level of education obtained by the applicant.

  • What is the highest level of education you have obtained to date?
    • High School diploma
    • Associate's degree
    • Bachelor's degree
    • Doctorate or higher
    • None of the above

<back to top

 

Certifications

Specific certifications or licenses required for to perform the specific job functions.

  • Do you have a current drivers license?
    • Yes
    • No
  • Do you have a current real estate license in the state of <enter state>?
    • Yes
    • No
  • Do you have a current ServSafe alcohol certification?
    • Yes
    • No

<back to top

 

Experience

The specific experience an applicant has gained in their professional career that is required or helpful to perform the specific job functions.

  • Do you have at least 3 years of <enter required experience>?
    • Yes
    • No
  • How many years of <enter required experience> do you have?
    • None
    • < 1 year
    • 1-2 years
    • 3-5 years
    • 6-10 years
    • 10+ years
  • How many years of professional experience do you have working with <enter skill>?
    • None
    • < 1 year
    • 1-2 years
    • 3-5 years
    • 6-10 years
    • 10+ years

<back to top

 

Other Skills

Specific skills that are required to perform in a given position. These skills are self rated by the applicant.

  • Are you able to life 50 pounds?
    • Yes
    • No
  • How would you rate your skill level in <enter skill>
    • Best-in-class - Significant success with no guidance where advanced individual have failed
    • Advanced: Significant success with no guidance
    • Intermediate: Moderate success with some guidance
    • Basic: Limited success with significant guidance
    • None

 


 

Didn't find what you were looking for? Let's create it.

If there’s something you want to measure, or something you’d like to add to this list just let us know and we’ll see if we can find or create the right screening question(s) for your situation. 

 

Share your ideas and we will keep you updated on the progress.