Pre-screening interview questions:make the most of it

Pre screening interview questions

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Pre-screening interview questions:make the most of it

Pre screening interview questions

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As a hiring manager, conducting pre-screening interviews is a crucial step in the recruitment process. 

Recruiting the right talent for your organization can be a challenging and time-consuming process. Pre-screening interview questions can help to narrow down the pool of applicants and identify the best candidates for the job, save valuable time and resources by eliminating those who do not meet the basic requirements for the role.  

In this article, we will discuss the pre-screening interview questions that will help you to identify the most qualified and suitable candidates for your organization.

What are pre-screening interview questions?

Pre-screening interviews are short, initial interviews conducted by a hiring manager to evaluate a candidate’s qualifications for a position. The purpose of pre-screening interviews is to eliminate candidates who do not meet the basic requirements for the role before proceeding to the next stage of the recruitment process. 

Can be conducted in person, over the phone, or via video conferencing.

Why are pre- screening interview questions important?

Pre-screening interviews are important for several reasons. First, they help to save valuable time and resources by eliminating unqualified candidates before the interview process proceeds. 

Second, they help to identify the most qualified candidates for the position. 

Finally, they can help to ensure that the candidates selected for the next stage of the recruitment process are a good fit for the company culture.

Hiring and retaining top talent

It’s essential to ask questions that will help you to identify the most qualified candidates for the job. The following are the top pre-screening interview questions to ask candidates.

Education and Experience

  • What relevant qualifications do you possess?
  • What is your level of education?
  • Have you worked in a similar industry before?

Skills and Knowledge

  • What technical skills do you possess that are relevant to this role?
  • What software programs are you proficient in?
  • What certifications do you possess?
  • What are your core competencies?
  • How do you stay up-to-date with the latest industry trends and developments?

Interpersonal Skills and Teamwork

  • Describe a situation where you had to work in a team to achieve a common goal.
  • How do you handle difficult colleagues or clients?
  • What do you believe are the essential characteristics of an effective team?
  • Describe your communication style.

Problem-Solving and Decision-Making

  • Give an example of a difficult problem you had to solve in your previous role.
  • How did you approach the problem-solving process?
  • How do you make decisions under pressure?
  • What is your decision-making process?

Motivation and Culture Fit

  • What do you know about our organization?
  • What are your career aspirations?

Important considerations to keep in mind in pre-screening interview questions

Legal considerations are an essential aspect of pre-screening interviews. As a hiring manager, it’s essential to ensure that the questions you ask during pre-screening interviews do not violate any laws or regulations. The following are some legal considerations to keep in mind when conducting pre-screening interviews:

Discrimination

It’s crucial to ensure that the questions you ask during pre-screening interviews do not discriminate against candidates based on their race, gender, age, religion, sexual orientation, or any other protected characteristic. Asking questions about these topics could be perceived as discriminatory and could result in legal issues for your organization.

Disability

If a candidate has a disability, it’s essential to ensure that the questions you ask during pre-screening interviews are related to the candidate’s ability to perform the job duties with or without reasonable accommodation. Asking questions about a candidate’s disability could be perceived as discriminatory and could result in legal issues for your organization.

Privacy

As a hiring manager, it’s essential to respect the privacy of candidates during pre-screening interviews. It’s important to ensure that the questions you ask during pre-screening interviews are related to the job requirements and do not invade the candidate’s privacy.

Consent

Before conducting pre-screening interviews, it’s essential to obtain the candidate’s consent to participate in the interview process. Candidates should be informed about the purpose of the pre-screening interview and the type of questions that will be asked. 

If a candidate declines to participate in a pre-screening interview, it’s essential to respect their decision and move on to the next candidate.

Hiring a remote workforce

Pre-screening interview questions challenges

While pre-screening interviews can be a useful tool for narrowing down the candidate pool, there are some challenges to keep in mind:

  1. Limited time: Pre-screening interviews are typically short, so it can be challenging to get a full understanding of a candidate’s skills and experience in a short amount of time.
  2. One-sided evaluation: Pre-screening interviews are typically conducted by the recruiter or hiring manager, which means that candidates may not have the opportunity to ask questions or learn more about the company or the role.
  3. Over-reliance on resumes: Pre-screening interviews often focus on candidates’ resumes, which may not provide a complete picture of their skills and experience.
  4. Limited non-verbal communication: Pre-screening interviews are often conducted over the phone or through video conferencing, which can make it challenging to pick up on non-verbal cues that could be important in evaluating a candidate.
  5. Inconsistent evaluation: Different interviewers may interpret responses differently, which can lead to inconsistent evaluation and decision-making.

To overcome these challenges, it’s important to be mindful of them and take steps to mitigate them as much as possible. For example, you could provide candidates with additional information about the company and the role before or after the interview, or you could use a standardized questionnaire to ensure consistent evaluation across all candidates.

Additionally, it’s important to keep an open mind and not rely solely on the pre-screening interview to make a hiring decision, but instead use it as one tool among others, such as the candidate’s application, resume, and other assessments or interviews.

 

Frequently asked questions

Q.Can I ask candidates about their salary expectations during pre-screening interviews?

A.It’s best to avoid asking about salary expectations during pre-screening interviews as it could be perceived as discriminatory. It’s better to discuss salary and compensation during later stages of the recruitment process.

Q.Can I ask candidates about their marital status during pre-screening interview?

A.No, asking about a candidate’s marital status could be perceived as discriminatory and is not relevant to their ability to perform the job duties.

Q.Can I ask candidates about their political affiliations during pre-screening interviews?

A.No, asking about a candidate’s political affiliations could be perceived as discriminatory and is not relevant to their ability to perform the job duties.

Q.Can I ask candidates about their criminal record during pre-screening interviews?

A.It’s best to avoid asking about a candidate’s criminal record during pre-screening interviews as it could be perceived as discriminatory. It’s better to conduct a background check during later stages of the recruitment process.

Q.Can I ask candidates about their age during pre-screening interviews?

A.No, asking about a candidate’s age could be perceived as discriminatory and is not relevant to their ability to perform the job duties.

Every stage is critical for success

Recruiting stage is a critical step of the process, at Emptor we encourage you to conduct a proper due diligence with automated background check and identity validation on your candidates to ensure that you are working with people you can trust.

Schedule a free demo so you can learn how you can perform automatic background checks in a matter of minutes.

Book a free demo

 

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