How to Save Time with Pre-screening Questions!
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!
Click below to start your Free 15-day ApplicantStack trial:
Simplify HR management today.
Professional recruiters understand the importance of reference checking and other vetting procedures. Reference checks, like background checks, uncover information that a hiring manager cannot obtain through other methods. Did you know ApplicantStack has a one-click browser extension integration with Verified First background screening? Verified First provides fast and thorough I-9 verification, criminal records checks, driving…Read More
It’s important for small businesses to understand full cycle recruiting. Are you in charge of the hiring process at your org? Or perhaps you’re in charge of one small slice of the process. Whichever camp you fall into, understanding full cycle recruiting can help you improve hiring. What Is Full Cycle Recruiting? Full life cycle…Read More