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Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
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July 16, 2021 
5 min read
Behind door #1 are five strong, qualified candidates who are excited to work for your company. Behind door #2 are 30 candidates we found wandering around the lobby. They may or may not be qualified or even interested in the job. They wandered in of their own accord; quite frankly, we don’t know much about them.
Which door do you choose?
If you said door #1, chances are you already understand the value of pre-screening candidates.
Pre-screening saves you time by weeding out bad fits before they make it to the interview stage. It’s designed to narrow the field, eliminating candidates who, for a variety of reasons, aren’t qualified or likely won’t make the cut anyway. By pre-screening, you can be reasonably sure the candidates you decide to interview understand the job and its requirements and are worth investing more of your time.
That’s the simplified version. But how does pre-screening work exactly? What do we ask? Read on as we explore different kinds of pre-screening interview questions to ask, along with a few different ways to ask them.
Dealbreaker questions – sometimes called housekeeping questions – aren’t really about getting to know a candidate. They’re about eliminating bad fits.
That may sound tough, but it’s necessary. Dealbreaker questions ensure everyone is on the same page and comfortable with the terms. Asking them isn’t about discarding candidates you don’t like; it’s about respecting your time and theirs.
You’d hate to interview a rockstar candidate only to find out she isn’t happy with the salary or that he isn’t willing to travel when that’s a core component of the job. You can avoid this by asking the right pre-screening interview questions.
Dealbreaker questions ensure they know and understand the role they applied for. Typically, there is only one correct answer, at least in terms of moving forward.
Here are a few examples of dealbreaker questions to ask when pre-screening candidates:
Note: make sure the dealbreaker questions are actually dealbreakers. Otherwise, you may inadvertently exclude qualified candidates for arbitrary reasons. For example, many jobs that once required being in office are now able to be done remotely or as a hybrid between remote and in-person.
Just because a candidate understands the role doesn’t mean they’re a good fit. Competency questions address a candidate’s skills, qualifications, and experience.
Keep these role-specific and straightforward. You’ll have a chance to go into more detail if your candidate makes it to an interview. For now, the goal is to gauge baseline skills and how well your candidate communicates.
Notice that competency questions are more open-ended than dealbreaker questions. Here are a few examples of competency questions to ask when pre-screening candidates:
As we discussed above, pre-screening is mainly about saving time. This means disqualifying bad fits and investing time into those with the baseline skills and experience needed.
There are a few ways to get there:
Ready for more?
Check out How to improve your recruitment team’s performance for ways to avoid common hiring bottlenecks and improve productivity.
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