How to design a screening interview
When developing an effective selection process, it is important to design a screening interview. This kind of interview helps companies find the best talent and save resources and time by filtering out the wrong candidates early.
Let’s go over the main aspects of conducting a screening interview.
A screening interview takes place early on in the hiring process. It allows professionals and human resources to examine the candidate pool at large to assess whether any of the applicants meet the base requirements for the job. This kind of interview may also be referred to as a preliminary screening interview or a pre-screening interview.
Usually, recruitment professionals and human resources use screening interviews at the start of the hiring round to figure out:
- if the expectations of a job applicant align with the role they want
- if a job applicant is qualified for the position
- if the job applicant fits the culture at the company
A screening interview can take place via video, over the phone, or through a quiz or questionnaire. In general, a screening interview lasts between 15 and 30 minutes.
What is the difference between an interview and a screening interview?
As opposed to typical job interviews, a screening interview is straightforward and brief period usually focuses on the applicant’s experience, qualifications, availability, skills, interest in the job, and salary expectations. The goal of the screening interview is to see whether the candidate is a good fit prior to performing more involved assessments and interviews.
An actual interview, by contrast, deals with more situational and behavioral questions. These are designed to assess the applicant’s critical thinking ability, problem-solving skills, and communication abilities. At this point in the process, there is more emphasis placed on the applicant’s work style, personality, and values. It is also the appropriate time for the candidate to ask questions about the company or job.
Both kinds of interviews have a specific role in the hiring process. They make talent acquisition more efficient, targeted, and effective.
Example: Interviews at Google
Google has long been known to have a long and difficult hiring process. This procedure cost the company thousands of labor hours, which it eventually learned was completely unnecessary. According to their research, Google discovered that a mere 4 interviews were enough to Afterward, the company adopted a more streamlined method, which reduced the hiring time by two weeks. The process was thus much improved for both applicants and employees alike.
What is the goal of a screening interview?
A human resources manager should conduct screening interviews to achieve the following:
- avoid wasting effort and time on applicants who are not a good fit for a company or job
- see if an applicant’s desired salary lands in the salary range offered
- select the best-qualified applicants
- identify applicants who fit the organization’s culture
- reduce the number of applicants that need to be interviewed
- see whether the applicant has the required skills and qualifications to successfully perform the job duties
- study the present job market and available skills
A screening interview can improve the applicant experience and minimize applicant drop-off. According to research by Robert Half, two-thirds of candidates who do not get any response within 10 days of applying lose interest in the job. If there is no response after two weeks, this percentage leaps to almost 80%.
If an applicant feels that an employer has led them on, they may even take action. This could mean that they drop out of the application process without an explanation. It could also mean that they blacklist the company and refuse to consider jobs in the future. Worse, it could mean they lambast the company on social media.
In essence, a screening interview is a great way to respect each applicant’s time and to increase the talent pool for each open position.
In fact, companies with screening interviews stand out among others because of the respect they show to applicants’ interest. Also, if the company notes and exceptional applicant who is not a good fit for the specific job on offer, it is still possible to forge a connection with them for a later opening.
The different kinds of screening interviews
The goal of a short screening interview is to analyze applicants quickly to see whether it is worth conducting an official interview. For this reason, screening interviews are usually performed via video, over the phone, or in the form of a questionnaire. Below, we examine the different kinds of screening interviews that HR professionals should know.
- Interview by phone
A phone screening interview is a great way to whittle down a list of applicants. Phone screening interviews are hassle-free and convenient. They take little time and are less likely to be interrupted. Also, candidates report they are less stressful.
That said, there are certain drawbacks to phone interviews. On the one hand, you are unable to see the applicant. This means it is hard to pick up visual cues like gestures and body language. Also, there tends to be less small talk on the phone, which is usually a way to relax the candidate. The problem with this is that nervous candidates may not be able to answer questions correctly.
- Video interview
there are two different kinds of video screening interviews. The first of these is a real-time interview that uses platforms like Teams, Zoom, and Google Meet. This kind of meeting permits the interviewer to take a look at the applicant’s body language during the interview. This kind of screening interview is akin to an in-person interview. It is regarded as more formal than an interview by phone. The advent of remote working has made both interviewers and candidates more comfortable and familiar with interviews by video.
If the interviewer is pressed for time, they may conduct a prerecorded interview via video. In this situation, an applicant will answer pre-assigned questions via video and then send their answers to the HR professional or recruiter. This kind of interview is referred to as a virtual screening interview.
Though video screening interviews have their advantages, they also have some drawbacks. These include potential technical issues like a poor Internet connection, which can negatively affect the quality of the video and audio.
- Questionnaire interview
The purpose of a questionnaire interview is to help human resources professionals go through a big pool of applicants without having to speak to each one individually. You simply have to give each applicant certain questions to study their qualifications for the job and how well they fit the company’s values and culture.
Companies that consistently hire new employees have begun using chatbots as part of their screening interview. Rather than completing a form, the candidate answers a few questions delivered by an AI chatbot.
The problem with questionnaires is that they are not great at giving HR a sense of the applicant’s personality or whether they answered the questions honestly. This is because the candidate and interviewer have no direct interaction.
- Technical screening interview
The purpose of a technical screening interview is to analyze an individual’s technical knowledge and skills in a certain industry or field. Sectors that normally use a technical screening interview to review applicants for a technical job include engineers, software developers, data scientists, and other similar positions.
In the course of a technical screening interview, a technical team member or HR professional asks the applicant questions pertaining to their technical experience, skills, and knowledge. It is also possible that a candidate will be asked to complete a technical challenge or coding assignment.
If you are not a technical expert, then you should work with a specialist in the area for which you are recruiting to come up with a set of questions that will screen the applicants.
Questions for the screening interview
Picking the right questions for a screening interview will help you effectively assess candidates cultural fit, qualifications, and potential to meaningfully contribute to the companies objectives and office environment.
The questions will depend on whether the screening interview is taking place via video or phone, and whether it is a technical interview or questionnaire.
You should winnow your questions down to between six and ten in total. The goal is to keep the process fairly quick so that more time can be spent with the qualified candidates in the main interview procedure.
When reviewing the questions you have come up for your screening interview, consider the following points:
- Do the questions apply to the specific job?
- Are you looking for a specific skill, need, or value in this role?
- Do you need to make any changes to the questions based on what you have learned in prior screening interviews or processes?
Now that you have an idea of what the goal behind screening interview questions is, let’s take a look at the top screening interview questions.
- How would you describe yourself?
The point of this question is to give the applicant a chance to pitch you. This is an opportunity to learn a lot about the person based on the information they choose to include in their answer. They will likely discuss what skills they have that are relevant to the position, as well as experience and personality traits they value most. This question is also a good icebreaker, as it acts as a gentle introduction. It begins with a topic the candidate is comfortable with – their own personality and background.
You should focus on the candidate’s personality traits and experience during this question. Their resume will provide the basic information you need, but this is a good chance to expose any red flags. Perhaps some of their skills do no align with the specific role or their values do not match the company culture.
- Why are you job hunting?
Why pose this question? Inquiring about a candidate’s reasons for seeking a new position might help you understand what drives them. They might also use this as an opportunity to fill up any gaps in their employment history.
A strong applicant will be able to explain how this job fits with their professional objectives and what particular knowledge or experience they intend to gain from the new position.
- What is your reason for quitting your job?
A person’s reasons for leaving a company might reveal a lot about their work style, preferred management style, and general degree of accountability.
A potential employee may not be a good fit for the organization if they have unpleasant things to say about their prior or present employers. It can be concerning when a candidate is prepared to talk critically of a team member or boss they are currently working with, but you are unable to independently verify their accusations.
- How much do you know about the company?
Identify the candidates’ areas of knowledge about the business and then give them additional information to help position them for success. Should the question come up during the interview, this will enable the candidate to respond appropriately and gain a deeper understanding of the business context.
This question reveals an applicant’s willingness to prepare for an interview and, consequently, conveys their level of interest in the role. It also reveals whether the applicant has ever worked for the organization before. It is helpful to go into additional detail about the company’s offerings in order to clear up any misunderstandings the candidate may have about what the business does.
- What qualifications do you think set you apart for this position?
Even though this may just be the first pre-screening interview, remember that narrowing down the candidate pool is your main goal. Assessing a candidate’s skill set, abilities, and prior work experience is a great way to determine whether or not they are qualified for the position and how well they will do their duties.
The objective is to figure out whether the applicant provides details that plainly reflect their knowledge of the job description, the expectations placed on them, and their experience in delivering results.
- How did you find out about this job?
There is no trick to this question. Should the applicant disclose that they heard about the role from an employee, you will have an insider who can provide you with more details about the applicant’s character, morals, and work ethic.
An added benefit is that their answer can help you gauge the efficacy and efficiency of your recruitment tactics, especially if they are not the perfect fit and your messaging has to be improved.
- To what extent do you value business culture?
It’s critical to assess a candidate’s compatibility with the corporate culture after considering their experience and key personality characteristics. Find out what their ideal workplace culture is, and determine whether their beliefs and the company’s culture are compatible. Additionally, you should seek out applicants that are eager to add to the current culture in addition to being a good fit. Asking them about their preferred management style and methods of operation would be an excellent follow-up question because it’s a good idea to find out how they like to be managed as well.
Pay close attention to any phrase that indicates the candidate’s ability to collaborate with others. For instance, they might not be the greatest fit if the position requires teamwork yet they prefer to work alone. Likewise, they might not be content in the long run if they have been working remotely successfully but your company requires employees to be based in an office.
- What is your desired salary range?
This may be one of the most crucial pre-screening questions you ask candidates if you did not specify a pay range in your job adverts. This will help you avoid wasting their time or the time of the managers who will be engaged later in the interview process. When there is alignment, you can negotiate, but you won’t likely reach a consensus if what they want is double what you are willing to offer. Instead, strike the applicant from the list.
It’s possible that an applicant is holding out to find out what is being offered before disclosing what they anticipate from the position. You can decide how to handle the situation as an HR expert; just make sure that at the end of the interview, you know whether or not the offered wage range satisfies your expectations.
By forbidding its interviewers from inquiring about US job candidates’ past salaries, Amazon has made a positive step toward pay parity.
This choice complies with recent municipal and state legislation. The wage history prohibition has already been implemented in more than 30 US states, eliminating the once-common screening interview topic.
- When can you begin work if hired?
Even though this is the easiest question to answer, it is still highly important. If the applicant is employed right now, what is the duration of their notice period? This could last as short as two weeks or as long as six to twelve weeks in some high-level roles.
A candidate who is unable to provide you with a definitive response might be seeking to keep their choices open by interviewing for several jobs.
Guidelines for conducting a productive screening interview
Follow these guidelines to ensure that your screening interviews are both useful and interesting:
- Be ready
Examine the applicant’s application and resume before to the interview to become acquainted with their background and credentials.
Considering that this is merely an HR screening interview, go over your list of questions and consider whether there is something particular you would like to ask them in light of the information you now have. Evaluating their fit for the position and the corporate culture is your aim.
HR expert advice
When performing a phone screen interview, make sure the background noise is as low as possible, if not completely absent. Your candidate should be as at ease as possible. They could become agitated if the noise level is too high. Consider this when making your preparations because the interview location and style are just as crucial as the questions you ask.
- Assist the applicants in getting ready
Candidates should be informed about the following when they are invited to the initial screening interview:
- How the interview will be carried out (via chatbot, video, or phone)
- How long you anticipate the interview taking
- Who will do the interview
- Topics to be discussed during the screening call
This will guarantee your prospect is prepared and help them feel more at ease, making the conversation more fruitful. It also gives the candidate a good first impression of your company by showcasing your professionalism and consideration for their time.
HR expert advice
Describe your hiring procedure in detail in the FAQ section of your career page. This openness demonstrates your dedication to an approach to recruitment that is transparent and candidate-friendly while also assisting candidates in properly preparing for their interview.
Candidates should, for instance, “(b)e prepared to provide specific instances of their employment that demonstrate relevant abilities to the position they are applying for,” according to financial services company J.P. Morgan’s advice. Giving candidates specific advice on how to prepare for interviews helps position them for success.
- Pose questions that are open-ended.
Answers of “yes” or “no” don’t reveal anything about a candidate’s character, abilities, or values. Conversely, open-ended questions push applicants to provide more thorough responses. To address any ambiguities in their answers, pay close attention to what they have to say and probe further.
Furthermore, the screening interview need to be a reciprocal exchange. Urge applicants to enquire about the position, the group, or the business. They can tell you a lot about their expectations and priorities, as well as how well they suit the role and are interested in it.
HR expert advice
Prepare your questions ahead of time and take notes whether you are doing a video call or phone interview. Informing the candidate that you are taking notes demonstrates your interest in them and your willingness to listen.
- Maintain consistency
You can maintain consistency in your screening interviews and assess a candidate’s fit more objectively by using a set of standard questions and posing them in the same order.
This method makes it simpler to compare and analyze the responses, which results in better decisions on who to advance in the hiring process. Avoid using the method to elevate your preferred prospects over the rest. Rather, ensure that the people you are choosing are the best matches for the job.
HR expert advice
Put more effort into finding applicants who have the essential abilities and qualities that fit the position and corporate culture than on finding excuses to reject applications. This also involves taking non-traditional backgrounds and transferable skills into account.
By taking a constructive stance, you can find hidden talent that non-critical elements might have missed otherwise.
- Act with respect and professionalism
A screening interview is still a professional conversation even though it is less formal than a full interview. Be mindful of others, polite, and impartial in your interactions. Show the candidate respect and give them accurate information about the role and the business.
It’s important to make a good impression because, even if the candidate isn’t a good fit for the position, they might still be a future asset to the organization.
HR expert advice
Make sure you are in a calm space free from distractions if you are doing a video interview. Try to keep things as professional as you can and use a backdrop filter. The interviewee ought to feel as though they are entering a boardroom.
What HR should do following the screening interview
It’s time to choose the best qualified applicants who meet the recruiting standards and company culture following the screening interview:
Examine any notes you made during the interview and provide them to the recruiting manager if necessary. While it’s important to give consideration to applicants who fulfill the educational and experience requirements, you should also closely monitor any issues that may have come up during the interview process. You may still evaluate a candidate even if their work habits and management style are not in line with the requirements of the position and they possess the required hard skills. Just make sure to highlight your doubts so that the prospect can address them during the next interview.
This is an excellent chance to run background checks and references. Make sure you notify each candidate of their status, including whether or not they have been chosen to move on to the next stage. Give them an explanation if they weren’t chosen. They will influence how the market perceives your brand by talking about their recruitment and interview experiences. Even if their applications were unsuccessful, unsuccessful candidates often speak highly about brands because they feel appreciated by them.
Summary
Screening interviews assist you in improving the effectiveness and efficiency of your selection procedure by:
Saving time: Screening guarantees that managers, technical specialists, and supervisors only interview applicants who are a good fit for the position and the company, saving a significant amount of time and money.
Performing more effective interviews: Initial information gained from screening interviews can be used to create customized interview questions for subsequent interviews.
Making a mark as a preferred employer: Pre-screening not only saves your company time but also shows consideration for the time of a candidate. They can redirect their attention elsewhere as soon as they determine whether or not they are making progress.
Selecting the top applicants: HR specialists that successfully use pre-screening provide hiring managers access to a superior talent pool by showcasing just the best candidates to them.
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