Screening Question Library

 

Pre-employment screening questions help you pick out the quality applicants from the crowd. Like a funnel, it narrows down the mass applications into a small pool of potential new hires. A strategic screening process allows high-volume job roles (size and frequency) to be filled quickly and accurately.

In this list, you'll find screening questions that accurately measure 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
Compensation Start Date Employment Status Location Willingness to Complete the Process	Education Certification Experience Other Skills

 

 

Eligibility Screening Questions

Eligibility screening questions measure an applicant's eligibility for consideration of employment. These questions are non-negotiable and must be met before any further evaluations take place. The list below covers common eligibility areas and sample questions that measure those areas.

 

Compensation

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

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Start Date

The time frame or date in which an applicant can start a position. 

• If offered this position, how soon could you start?
  • Immediately
  • Within 1 week
  • Within 2 weeks
  • Within a month
  • Later than 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

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Employment Status

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

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Location

The applicant's physical location meets the job's requirements. 

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

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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

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Job Performance Screening Questions

Another type of screening question relates to the applicant's ability to perform the job's required tasks. These attributes are generally measured after the initial screening for basic eligibility. However, they can help filter out applicants who don't meet the base requirements. These questions often measure education, certifications, experience and other relevant skills.

Unlike eligibility questions, which are more generalized across job roles, each performance-based question will be unique to the position you are hiring for. 

Here are some examples of job performance screening questions organized by the attribute they measure.

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Education

The amount of schooling acquired 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

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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

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Experience

The background and/or skills an applicant has gained in their professional career that is required to perform the job's 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

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Other Skills

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

• Are you able to lift 50 pounds?
  
  • Yes
  • No

• How would you rate your skill level in <enter skill>?
  
  • Best-in-class: Significant success with no guidance where other advanced individuals have failed
  • Advanced: Significant success with little-to-no guidance
  • Intermediate: Moderate success with some guidance
  • Basic: Limited success with significant guidance
  • None

 

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