It’s no secret that identifying impressive candidates is challenging, and there hasn’t been any guaranteed formula to make the whole recruitment process effortless. As a result, recruiters often face challenges that the candidates they loved on paper couldn’t successfully crack the interview process. This happens due to the candidate’s lack of preparation to understand the company, role, and interview process or inability to showcase the basic requirements for the role.
This is where candidate screening comes into play and holds utmost importance during the interview process. Screening questions are a useful tool for recruiters to identify candidates’ capabilities at an earlier stage which ultimately improves the overall hiring process and candidate experience. Imagine, clearing the multiple rounds of an interview to find a job mismatch at a later stage.
What are screening questions, and why are they important?
Screening questions are often used by recruiters and hiring managers to identify strong applicants before conducting a more extensive interview. Recruiters resort to screening questions to identify whether or not a candidate has the necessary skills and qualifications for the role they are applying for.
At the same time, acing screening questions helps candidates to set themselves apart and showcase the value they can bring to the role.
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Therefore, we have compiled different types, and categories of screening questions recruiters ask to prepare you for your upcoming interviews. This preparation begins with understanding the different types of interview questions and how & what you can answer to share information about yourself and your experience.
Top 9 Screening Questions Recruiters Ask
So, what are the top 9 screening questions recruiters ask during the job recruitment process, and how can you answer them? Here’s our list.
1. Why did your previous position fail to meet your expectations?
Generally, recruiters seek an answer to this question to find out what led the person to find a new job and whether their company would be able to provide what the job seeker missed previously.
The response must maintain a balance between honesty and self-awareness, which means you ought, to be honest while answering and know your responsibilities.
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2. What factors made you apply for this position?
The most apparent reason to apply for a job is to be gainfully employed. Nonetheless, there may be various other reasons why a particular position appeals to them. Most recruitment agencies acknowledge that employers wish to know the factors that made a job seeker apply for a role in their organisation.
The answer must reflect your understanding of the job duties and responsibilities and your zeal to learn from that role. Giving a vague answer will make the recruiter assume that you intend to join any available job and not win the position.
3. Which accomplishments are you most proud of?
The question lets the recruiters know what a candidate values the most in their career, what they can add to the organisation, and the level of responsibility they previously had.
Talk about specific examples of projects you have worked on and highlight instances that connect your talent & experience to actual responsibilities with examples of similar work you completed previously.
4. What is your idea of an ideal work environment?
When screening candidates, recruiters ask them about their ideal work environment to know their preferences.
As a candidate, your response must let recruiters gauge how you would fit in the company culture and how you can add to it, as you mention the values you expect from the company.
5. How do you define teamwork?
During the job recruitment process, employers always seek to determine the candidate’s ability to work in a team through this question.
Answering this screening question should present examples of when you had to rely on teamwork to get the job done.
6. How would your past experience help you with your new role?
Recruiters aim to identify whether or not the candidate would bring the positive experience of his previous job to their organisation and how.
Whether it was a failure or success, you can always mention the lessons learned in the back pocket to prove your expertise and resiliency.
7. What motivates you professionally?
This screening question helps headhunters gain personal insight into what factors keep the jobseeker motivated and engaged.
If you have found a reliable source of self-motivation, you can provide it as your response.
8. How do you see yourself growing with our company?
This is among the successful screening questions to identify the candidate’s interest in growing with the company.
Don’t get yourself eliminated by giving a flippant answer, and put effort into researching the business hierarchy to introduce your realistic expectations.
9. Do you have any questions for us?
The question may seem unimportant, but it can be a base test for the organisation to learn what the candidate hopes. You must have at least one question, and this will reflect how invested you are in winning the job position.
RELATED READ: How to Ask the Right Questions at the End of an Interview
Overall, we can categorize screening questions into 3 main categories as follows:
1. Behavioural Questions
Recruiters will ask you to describe a few workplace scenarios in past jobs and how you handled a specific issue.
Tip: Whether you have worked for a private firm or a government department, your answer must showcase your problem-solving skill and that you have successfully handled situations in your current role and can continue doing that in your new job. Watch this past webinar to understand how to prepare for behaviour-based interview.
2. Situational Questions
Recruiters can give you a situation and ask you to describe how you would handle it if it arises.
Tip: Your answer must be based on your past experiences, and if you haven’t dealt with such a situation in the past, then you need to create a solution.
3. Role-playing
Interviewers may put you in a situation to see how you would react in real time. Mostly, this is planned, with all characters and dialogues ready as you arrive.
Tip: Give your best and role-play as if it were an actual scenario to show your prowess.
Master Tip: Learn more about the company and its recruitment process before the interview to be more prepared for it.
Wrapping Up
The recruitment process can overwhelm recruiters and job seekers if the screening questions are missed. While they put recruiters in a better position to screen out unsuitable candidates, these questions also allow job seekers to put on view their thoughts. The world is changing rapidly, and you may be left behind if you don’t ace the skill of answering the screening questions. And modern job seekers like you know that top recruiters always look for smart and skilled candidates.
So, take the time to prepare your answer and make a great impression at your next job interview.
Are you looking for the next move in your career? We can help! With multiple jobs posted daily, our jobs board has something for everyone.
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RELATED READ: The Role of Body Language in Your Interview
About CGP Personnel
CGP Personnel is part of the CGP Group. CGP Personnel specializes in volume hiring, contract hiring, and Business Process/Recruitment Process Outsourcing (RPO). With a team of experienced consultants dedicated to helping our clients and candidates in finding the perfect match, we believe our role is to positively impact and change their journey for the better. Covering junior to mid positions, we service Banking & Insurance, Government, Healthcare, Customer Service, Tourism, IT & eCommerce, Logistics & Manufacturing, and Retail & FMCG space.
This article is originally published on CGP Singapore. Access the original article here.
