Have you ever asked yourself how long the hiring process takes, on average? Estimates range from ten to fifty labor hours. You can drastically shorten that time by using pre-screening questions. Ask these questions to let your applicant tracking system do the initial sifting for you so you don’t waste time on unqualified candidates.
Adding custom questions to a new or existing job posting is pretty straightforward. When adding a new job, the option to add screening questions is part of the flow.
What to ask:
The types of questions to ask can vary depending on the job and the job requirements. For example, if you find you are getting a lot of candidates who don't have enough work experience or don't have the required skills mentioned in the job description, you can ask questions such as the following:
- How many years of professional experience do you have as an accountant?
- Have you ever made the Kessel run in under twelve parsecs?
For jobs that require shift work, you may want to ask about specific shift availability. For example:
- Our job shifts are weekdays 5:00 a.m. to noon, noon to 5:00 p.m., and 5:00 p.m. to midnight. Which of these shifts are you generally available for?
Sometimes you'll want to screen out applicants who can't commit to long term employment if hired. You can ask:
- If hired, are you available to work after the summer season is over?
What NOT to ask:
Don't ask for information that could lead to unintended bias by the hiring team. Here are some examples of what not to ask about:
- Disability (includes alcoholism)
- Pregnancy Status
- Marital Status
- Race, Color, or National Origin
- Sex, Gender Identity, or Orientation
Where to see candidate responses:
Candidate responses show on the candidate profile for candidates in the "Application" stage. For candidates you have advanced, you can get a review of the application by clicking the "Application" link.