Going through hundreds (sometimes even thousands) of resumes can be very time-consuming. Being a human resource professional, there are many items on your to-do list and freeing up some time is always a plus. That is where Pre-screening Questions can come in handy.
Here are a few ways to save time using pre-screening questions:
Location-based Pre-screening Questions:
Once you have a clear understanding of the job requirements you can easily set up pre-screening questions to bypass those candidates that don’t meet the job criteria. For example, if your job is for a specific location, you might want to make that a pre-screening question.
“Are you able to work in the New York City office?”
or you can be extremely specific about the location
“Are you able to work 9:00 am – 5 pm EST in the office located on 23rd Street and Madison Ave. in NYC?”
Answers to both questions can be set to “Yes” or “No” where “No” would be a knock out question.
Salary-based Pre-screening Questions:
Another pre-screening question that can save you a lot of time is to set up a yes or no question for a salary-related question. (Please be aware of your state and local laws regarding salary questions – some states are no longer allowing salary-related questions). If you are looking to hire someone for a job and know the salary cannot exceed $85,000, getting a clear understanding of salary expectations might be beneficial. Consider creating a pre-screening question such as:
“The salary for this position is $75,000-$85,000. Is this salary range acceptable to you?”
Where the answer provided is either “Yes” or “No” where “No” would be a knockout question:
Experience-based Pre-screening Questions:
Experience-based questions are another fitting example of pre-screening questions.
If you are looking for candidates with a minimum of 3 years’ experience as a C# developer, you could set up experienced-based questions with a range:
“How many years of C# development experience do you have?”
With the following ranges:
1 – 2 years
You can either set up a value for the ranges and/or set <1-year experience as a knockout question.
Having multiple pre-screening questions can save valuable time for a human resource professional in finding the top candidates and ultimately the right new employee.
Try ApplicantStack for yourself and see just how easy setting up pre-screening questions are!
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