Special Offer 

Jumpstart your hiring with a $75 credit to sponsor your first job.*

Sponsored Jobs are 2.6x times faster to first hire than non-sponsored jobs.**
  • Attract the talent you’re looking for
  • Get more visibility in search results
  • Appear to more candidates longer

Assess Applicant Qualifications with Screener Questions on Indeed

An illustration of laptop screen with a check marked list
Post a Job

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 50% more likely to result in a hire.[1]

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

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.

Most questions can be set as “required.” 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). You give Indeed permission to file applicants under Rejected in your Employer Dashboard. You can also create custom questions, which will not be required for applicants.

When you sponsor your job on Indeed, you’ll also get access to Matched candidates (formerly Instant Match), which uses your job description to find candidates whose resumes on Indeed match your job criteria and who you can invite to apply.[2] Adding screener questions and marking any must-haves as “required” can help us surface better matches for your jobs.

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 “required.” 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 “required,” 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.

If you are using the Indeed Interview platform, you can review the candidate’s resume and answers to screener questions alongside the interview.

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.

Log in now to add Applicant Qualifications to your job posting or explore our other tools you can use to streamline your hiring process.

Back to Hiring with Indeed



Post a Job

Ready to get started?

Post a Job

Editorial Guidelines