Job Questions is where you can have the biggest impact on your candidate FitScore and application process.
This screening tool allows you to ask custom questions of your candidates to find out more about them such as their previous experience or their certifications. You can even get clues into their personality by asking behavioral questions.
Use the + Add Question button to create custom questions and answers
Search the HigherMe Question Repository for preset questions that are commonly used by other employers.
Note: If you did not provide us with custom questions as part of your set-up documents, we will start you out with a very basic set of 3-5 questions, which you can change at any time.
This tool can help to weed out unqualified candidates, but if you over-do it, you can also intimidate good talent. Here are some best practices for a well-balanced list of screening questions:
- A list of 5-7 questions is a good rule of thumb
- A set of questions that is 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.
- Don’t ask 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.