Edits: Screening Questions

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by Shelby Burke
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Screening Questions are where you can have the biggest impact on your candidate's FitScore and application process. 

Screening questions are helpful to align the applicant with your company or help to eliminate preliminary interviews. You can use these questions as a pre-screening tool to get information about applicants that could be critical for the role, such as the need to be above a certain age. 

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To add a custom question:

  • Select +ADD QUESTION
    • We offer text-based questions, yes/no questions, or single-choice questions. When thinking about what's important for your company, you can choose to have a desired answer and a level of importance to help increase the accuracy of your Fitscore.

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To add a question from our Question Repository:

  • Use the drop-down to choose from a list of common questions. 

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The answers to the screening questions can be one of the best ways to customize your fit score because you can get insight into which applicants have the exact experience you need.

TIPS: Screening Questions

  • List between 3-6 questions
    • Questions that are much longer than this could lead to high rates of candidate drop-off from your application. Less than this, and you may risk not getting enough data to customize your FitScore. 
  • Use Text Questions sparingly
    • Written Answer questions are great for roles that require lots of written communication like management or administrative roles. But for other roles, it could seem intimidating to candidates and they might opt to not continue with your application. 
  • Eliminate unnecessary questions
    • If a question isn’t really pertinent to your hiring process, don’t add it to your question set. This just adds unnecessary friction for the candidate and provides no value to your managers.  
  • Make sure your questions are ethical and legal
    • This one may seem obvious, but make sure that your questions cannot be viewed as proof of possible discriminatory or unethical hiring practices. If you’re concerned about one of your questions, it’s best to consult a legal or HR professional familiar with the specific federal and local hiring laws of your country, state, or province.