10 Pre-Employment Screening Questions Every Recruiter Should Ask

A resume tells you where a candidate has been. A great screening question tells you what they can do. If you want to stop wasting time on unqualified applicants, you need to ask questions that cut through the noise and assess real-world skills. The best way to do this is with an automated screening quiz at the very top of your funnel.

Here are 10 types of questions you should be asking, perfect for your next Sift quiz.

Category 1: The Non-Negotiables (Yes/No)

These are your knockout questions. The answers determine if the candidate meets the absolute minimum requirements.

1. The Experience Gate

Question: "This role requires a minimum of 3 years of direct B2B software sales experience. Do you meet this requirement?" (Yes/No)

Why it works: It's direct and unambiguous. It immediately filters out those who don't meet your baseline.

2. The Certification Check

Question: "Are you currently certified as a Project Management Professional (PMP)?" (Yes/No)

Why it works: For roles where a specific certification is mandatory, this saves everyone time.

Category 2: Skill & Competency (Multiple Choice)

These questions test for specific knowledge or preferred approaches.

3. The Prioritization Scenario

Question: "You have three high-priority tasks and only time to complete one today. How do you decide which one to work on?"

• A) The one my manager mentioned most recently.
• B) The one that has the biggest impact on the company's quarterly goals.
• C) The quickest one I can finish.

Why it works: It reveals their business acumen and how they align their work with company objectives. The "correct" answer (B) shows strategic thinking.

4. The Technical Knowledge Test

Question: "In CSS, what is the primary difference between display: none; and visibility: hidden;?"

• A) They are identical.
• B) display: none removes the element from the document flow, while visibility: hidden just hides it.
• C) visibility: hidden removes the element from the flow, while display: none just hides it.

Why it works: A simple, factual question that a qualified candidate should know instantly.

5. The Tool Proficiency Question

Question: "Which of these functions in Excel would you use to combine a first name in cell A1 and a last name in cell B1?"

• A) `JOIN(A1, " ", B1)`
• B) `CONCATENATE(A1, " ", B1)`
• C) `MERGE(A1, " ", B1)`

Why it works: It's a practical test of a common tool-specific skill.

Category 3: Hypothetical & Behavioral

These questions assess soft skills and problem-solving ability.

6. The "First 90 Days" Question

Question: "If hired, which of these would be your top priority in the first 30 days?"

• A) Learning the company's internal processes and tools.
• B) Building relationships with my new team members.
• C) Trying to deliver a major project to show my value.

Why it works: It tests their understanding of how to successfully integrate into a new role. (A and B are generally better answers than C).

7. The Conflict Resolution Question

Question: "You disagree with a colleague on the best way to approach a project. What is your first step?"

• A) Escalate the issue to your manager.
• B) Try to understand their perspective and find common ground.
• C) Continue with your own approach because you are confident it's better.

Why it works: It assesses soft skills like collaboration and emotional intelligence.

8. The Learning & Adaptability Question

Question: "Which of the following have you done in the past 6 months to learn about AI in your field?"

• A) Completed an online course or certification.
• B) Attended a webinar or conference on the topic.
• C) Have not actively pursued learning in this area.

Why it works: It shows initiative and a growth mindset in a rapidly changing world.

9. The Motivation Question

Question: "My primary motivation for applying to this role is:"

• A) The company's mission and culture.
• B) The specific technical challenges mentioned in the job description.
• C) The salary and benefits package.

Why it works: It helps filter for candidates who are genuinely interested in your company, not just any job.

10. The "Get Out of Jail Free" Question

Question: "Is there anything else we should know about your skills or experience that isn't on your resume?"

This is a great interview question, but for a quiz, you can offer a simple "Yes/No" and use it as a data point for those who might have non-traditional experience. This signals to them that you're open to hearing more.

Automate Your Screening with Sift

Imagine getting all this insight *before* you even see a resume. That's the power of automated screening. By building these questions into a Sift quiz, you ensure every candidate who reaches your inbox has already passed a baseline of skill, motivation, and fit.