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Importance & Examples of Screener Questions When Creating a Pipeline
Importance & Examples of Screener Questions When Creating a Pipeline

Finding your perfect candidate it's easier when screener questions are applied

Lucia Jimenez Martin avatar
Written by Lucia Jimenez Martin
Updated over a week ago

When creating a new Pipeline, you will be offered to attach Screener Questions. We highly recommend you doing this as all applicants will be required to answer these questions as part of their application process. You can then use their answers to identify the better-fitting candidates before even looking at their resumes. Let us walk you through some more benefits.

Applying Screener Questions as an employer during the hiring process is crucial for several reasons:

1. Alignment with Job Requirements: Screener questions enable employers to assess whether candidates possess the necessary skills, qualifications, and experience for the job. This ensures that only candidates who are genuinely qualified for the role progress to the next stages of evaluation.

2. Candidate Evaluation Consistency: Consistency in candidate evaluation is essential for fair and unbiased hiring decisions. By applying screener questions, employers can ensure that all candidates are evaluated based on the same set of criteria.

3. Candidate Fit Assessment: Screener questions can also be used to evaluate whether candidates align with the company's culture, values, and goals. By including questions related to work style, values, or specific scenarios, employers can gain insights into a candidate's compatibility with the organization's environment.

4. Reducing Candidate Pool: In situations where there are a large number of applicants for a position, screener questions can effectively narrow down the candidate pool. This ensures that employers can dedicate more time and attention to candidates who have a higher likelihood of meeting the company's requirements.

Overall, applying screener questions as an employer allows for a more efficient, fair, and effective hiring process. It helps identify qualified candidates while saving time and resources, ensuring a better match between the selected candidate and the job requirements, and ultimately contributing to the overall success of the organization.

Most commonly used Screener Questions

While specific screener questions will vary depending on the job role and organization, here is a list of common screener questions that employers often ask when posting a job:

1. Do you meet the minimum educational requirements for this position?

2. How many years of experience do you have in [specific field/role]?

3. Are you legally authorized to work in [country/region]?

4. Are you available to work [full-time/part-time]?

5. Are you willing to relocate for this position if required?

6. Do you have the required certifications/licenses for this role?

7. Have you previously worked in [industry/sector]?

8. Are you comfortable working in a fast-paced environment?

9. Are you proficient in [specific language(s)]?

10. Are you willing to undergo a background check/drug test, as required?

11. Are you available to work on weekends or during specific shifts?

12. Can you provide references from previous employers?

13. Have you ever been convicted of a crime? (Note: Depending on local regulations, certain questions related to criminal history may be restricted or prohibited.)

14. Are you familiar with our company and its products/services?

15. Do you have a valid driver's license and a clean driving record?

16. Are you comfortable with occasional travel for work?

17. Are you open to learning new technologies/tools/processes?

These questions are designed to gather basic information about the candidates' qualifications, availability, and compatibility with the job requirements. However, it's essential to customize the screener questions based on the specific needs of the job and the organization.

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