Skip to content Thanks for subscribing. Lever team. What is a pre-screening interview? What about your current and past work experience make you a great fit for our role?
How did you overcome this challenge? What was the outcome? What are your goals for professional development? How will getting this job help you advance toward your professional development goals? What does your perfect manager look like? Have you ever had a manager who was close to this ideal or fit it exactly? What type of work environment do you prefer? Management style? What are some characteristics of a company culture that helps you do your best work and helps you enjoy your time at work?
How do you typically manage projects and prioritize tasks? Have you ever had to manage multiple deadlines set for the same day or week? How did you do it? Have there ever been situations where you failed to meet a deadline? Make sure to keep your list of questions brief. This is just to verify that you want to bring them in for a formal interview. We recommend asking about questions. Near the end of the call give the candidate an opportunity to ask questions.
To get a good idea of what to ask here are some sample questions:. Schedule a time for your screening call and set clear expectations. Most importantly, be prepared. Based on how you conduct yourself on this call you can build the candidates confidence or deplete it.
Start by introducing yourself and giving the candidate a chance to introduce themselves. You can learn a lot by allowing a candidate to speak freely. Introduce the company and the position. Discuss the selling points of your company and the job throughout the call rather than everything up front. Also, try to avoid long monologues, the candidate should do most of the talking.
Follow this step by asking your questions and taking notes. This should be relatively brief. End the call by setting clear expectations.
Provide information on the next step. Schedule a follow-up message either via email, phone, or video chat. If possible we recommend using a video chat service like Google Hangouts or Skype rather than audio only. This will allow you to have a more organic conversation.
Identify where the candidate lives. If the candidate has an extremely long commute or would have to relocate for the position you may want to come back to the candidate after evaluating other options. Set aside their resume for closer inspection and plan for another call after you have a chance to screen other qualified candidates. This type of test is best prepared by the manager that will be working directly with the new hire. Personality tests can be good to use if your company has an unusual or atypical culture.
Pre-interview questions to ask candidates No two sets of pre-screening interview questions are the same. What professional tasks do you excel at? What knowledge areas are your strongest? What could you learn more about? What are your strengths? What are your weaknesses? How can you overcome them? How can you apply your skills and knowledge to this job?
What are your professional goals? What would you like to be doing in three years? What are your goals for further professional development? What does the perfect manager look like to you? How do you prefer to be managed? What normally frustrates you most about managers? What leadership skills are your strongest? Your weakest?
How are your interpersonal skills? What normally frustrates you most about jobs? How would you describe your work style? What does a normal day at your current job look like? What is something you wish you had done differently at your previous job? What are three of your career accomplishments so far? What makes a job fun?
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