Top Screening Interview Questions to Quickly Identify the Right Candidates
When you’re running screening interviews, whether in person, by phone, or through one-way video, the goal is simple: figure out quickly which candidates are worth moving forward in the hiring process. You want questions that reveal skills, fit, and motivation without eating up too much time. And speed matters when great candidates are on the line. According to Cronofy’s Candidate Expectations Report, over 55% of applicants expect first interviews to happen within a week.
As Steve Jobs put it, “Recruiting allows you to have an impact not just on the organization, but on the lives of the people who join it.” That impact starts with asking the right questions early. Questions that not only help you find the right person, but also respect everyone’s time.
The best screening interview questions are clear, concise, and targeted. They focus on uncovering whether a candidate meets your core requirements, aligns with your company culture, and has the potential to succeed in the role. Below are some of the most effective questions to use, along with why they work, so you can make fast, informed decisions.
1. Can you tell me about your most relevant work experience?
This is your quick filter for determining whether the candidate has the baseline experience for the role. You’re asking them to connect their background directly to the position, giving you a preview of how well they understand the job requirements.
Why it’s effective: This question forces candidates to highlight their most applicable skills and past roles without wandering into unrelated work history. You get a clear sense of their experience match and their ability to self-assess relevance.
2. What attracted you to this position and our company?
This helps reveal if they’ve done their homework and genuinely see themselves fitting in your organization. A generic or surface-level answer can indicate a lack of interest, while a specific, thoughtful answer signals engagement.
Why it’s effective: Motivation matters. Candidates who can clearly articulate why they applied are more likely to be invested in the role and stick around if hired. It also helps filter out applicants who are just sending out mass applications.
3. Can you walk me through how you would approach [specific job task]?
This is a great way to gauge problem-solving ability and practical skills without requiring a full assessment. Tailor the task to the position, whether it’s handling a customer complaint, coding a simple feature, or planning an event, etc.
Why it’s effective: It reveals the candidate’s thought process and gives you insight into how they work under realistic conditions. You can assess whether their approach aligns with your team’s standards and expectations.
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4. What’s one professional accomplishment you’re proud of?
This gives candidates the chance to share a high point in their career and highlight skills, perseverance, and results. It also lets you see what “success” means to them.
Why it’s effective: Candidates tend to choose accomplishments that reflect their strengths and values, giving you a clearer picture of what they bring to the table. It can also reveal soft skills like leadership, creativity, and collaboration.
5. How do you prefer to receive feedback?
While often overlooked in screening interviews, this question helps uncover communication style and coachability, two traits that can make or break long-term success as well as cultural fit on your team.
Why it’s effective: Feedback preferences can reveal whether a candidate thrives in your team environment. Someone who welcomes constructive criticism and adapts well may be a stronger fit than someone resistant to guidance.
6. What’s your availability to start?
A quick but helpful question, especially if you’re hiring on a tight timeline. It’s also an opportunity to spot potential red flags, such as a candidate who’s vague or non-committal.
Why it’s effective: It ensures you don’t spend time moving a candidate through the process if their timeline doesn’t match your hiring needs.
Making the Most of Screening Interviews
To get the best results, keep your screening interviews short, ideally under 30 minutes, and focus on the essentials. Use a consistent set of questions for every candidate so you can make fair, side-by-side comparisons.
We recommend using a video interviewing platform to make this process even smoother. One-way video interviews let you send questions in advance, save time, and review responses on your own schedule.
By asking targeted, strategic questions early on, you’ll quickly spot the candidates most likely to succeed, while saving valuable time for both your team and your applicants.
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About The Author
Drew Whitehurst is the Director of Marketing, RevOps, and Product Strategy at interviewstream. He's been with the company since 2014 working in client services and marketing. He is an analytical thinker, coffee enthusiast, and hobbyist at heart.
About
For over 20 years, interviewstream has been committed to driving hiring success for a diverse range of clients, including K-12 school districts, healthcare organizations, government agencies, emerging businesses, mid-sized companies, large enterprises, and institutions of higher education.
