How to write screening questions that help hiring decisions
Choose concise, job-related screening questions that gather useful evidence without adding unnecessary barriers to an application.
Screening questions should answer a question the hiring team genuinely needs resolved before the next stage. They should not recreate the entire interview inside an application form. Every extra field costs the applicant time and gives your team more information to review. Keep the questions relevant, clear and proportionate to the role.
Start with an actual decision
List what you need to know to decide whether a conversation is worthwhile. This may include availability for a stated schedule, experience with a necessary workflow or a brief example of relevant work. Remove questions whose answers will not change the next step. Do not ask for sensitive or private information without a legitimate, appropriate reason.
Choose the right response format
A yes-or-no question can clarify a practical requirement. A numeric answer may help describe experience, but years alone rarely show capability. A short text question is useful when you need context. Explain what a good answer should cover rather than rewarding candidates who can guess how much detail you expect.
Avoid hidden or unnecessary hurdles
State important requirements in the advert as well as the application form. Ask yourself whether a criterion is essential or merely convenient. Be careful with automatic rejection based on rough proxies for skill. If an answer needs context, allow a human review rather than assuming the field captures the whole situation.
Review the questions as a candidate
Complete the form yourself and estimate the effort. Check whether the wording is understandable on a phone and whether candidates can answer without repeating their full CV. Give the hiring team a consistent method for reviewing responses. Revisit questions that produce unclear, repetitive or unhelpful information.
Practical example
Example: “Describe one occasion when you coordinated a changed delivery schedule. What did you update, and who needed to know?” This gathers evidence for a coordination role more directly than asking whether the candidate is a strong communicator.
Illustrative example. Adapt it to your own experience and circumstances.Your action checklist
- Connect each question to a decision.
- Choose a suitable response format.
- Keep essential requirements visible.
- Avoid unnecessary sensitive information.
- Test completion effort and review consistency.
Send it to someone planning their next step.
Published by Inter-viewed. This guide offers general professional advice; examples are illustrative. Read our editorial approach or suggest a correction.