Adding screener questions, also known as Applicant Qualifications, to your job post can help you quickly find out whether or not an applicant meets your criteria. That way, you can focus more on making connections with candidates and less on vetting. In fact, jobs with screener questions are 60% more likely to result in a hire.*
As you start to receive applications, you can prioritize outreach to high quality applicants first, filtering your list to spot those that meet all of your requirements.
Below, find out how to use these screener questions to streamline your hiring process.
- Decide what screener questions to include
- How to add screener questions on Indeed
- Filter applications by their answers
- Screener question FAQs
Decide what screener questions to include
Indeed provides a number of pre-made screener questions to choose from based on your job title, to get the information you need from applicants upfront. Example of screener questions include:
- How many years of experience do you have in XYZ?
- Do you have a high school diploma?
- Please list 2-3 dates and time ranges that you could do an interview.
- Do you have a valid [license type]?
- What percentage of the time are you willing to travel for work?
- Why do you want to work at Company ABC?
You can select as many relevant questions as you want. You can also create your own questions and include as many as you need on the application. You can ask any question that helps you figure out who is a great potential hire, or even to figure out interview availability. Screening questions help you set the minimum requirements that someone would need to be successful if hired.
Each question you ask can also be set as a “deal breaker.” This lets you ask questions about a candidate’s must-have qualifications (like spoken languages or willingness to relocate) as well as any applicable nice-to-have qualifications (like personality traits). We’ll also make sure you only pay for qualified applicants that meet your “deal breaker” requirements, and you can give Indeed permission to file applicants under Rejected in your Employer Dashboard.
How to add screener questions on Indeed
Step 1: As you go through the job posting process, you’ll see a page titled Applicant Qualifications.
Step 2: Select from the pre-made list of questions or make your own. You can use a variety of question formats like:
- Yes or no
- Short answer
- Multiple choice
- Date or number
- Request for file upload
You can remove suggested questions by clicking on the ‘X’ icon.
Step 3: Once you’ve added the questions you’d like applicants to answer, you can mark must-haves as “deal breakers.” It’s worth defining which qualifications are a must and which are “nice-to-haves.”
Step 4: When the job applications start rolling in, you can sort applicants based on the answers to these questions from your Employer Dashboard on the Candidates Tab.
Filter applications by their answers
Once your job is posted and you’re in your Employer Dashboard, you can use candidates’ responses to filter your applicants. This can help you quickly identify your top candidates and reach out ASAP to set up an interview.
If you mark any questions as “deal breakers,” applicants who answered in a way that did not meet your requirements are automatically deprioritized and placed in the Rejected Tab. You can review these applicants at any time and move them to Reviewed instead.
Try exploring different filter options to determine the best way to view applicants for your position.
Screener question FAQs
What is the difference between screener questions and Indeed Assessments?
Screener questions and Indeed Assessments are both features that help you narrow down your applicant pool to identify your top candidates. Screener questions are short questions designed to help you determine if an applicant meets your minimum qualifications. Candidates answer them during the job application process.
Indeed Assessments, on the other hand, are skills-based tests that allow you to learn more about a candidate’s skills, expertise and experience. Candidates take them after they’ve submitted an application.
Can I skip phone screens if I add screener questions?
While screener questions are a powerful way to find out if a candidate meets your must-have requirements, phone screening interviews often reveal more about candidates. Consider adding screener questions and then conducting phone screens or virtual interviews with your top candidates to learn more about them.
Are there any screener questions I’m not allowed to ask candidates?
Do not ask questions that are discriminatory or illegal, personally invasive or otherwise violate the Indeed Site Rules.
*Indeed data (US), Average over Q1 2019
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