10 Best Pre Screening Interview Questions and How to Answer Them

Posted by IntroMagic Team on September 11th, 2021

Hiring professionals are suspicious of candidates who seem too good to be true on paper. Today, misjudging personality and bringing aboard individuals who aren’t a great fit is easier than misspelling words. Not asking relevant or the best pre screening interview questions answers how poor-fit candidates slip undetected through the process.

Oversight in vetting methods is the reason why the personality-fit objective completely misses its mark. As a result, recruiters risk losing their industry’s best minds to competitors because they might have asked the wrong questions.

Between the actual interview and preliminary talent searches, HR teams get a limited opportunity to pose the best pre screening interview questions. It is the only time in the hiring cycle where personality assessment is critical.

So if you’re still asking mundane questions that should be reserved for rookies, stop doing it now!

Instead, ask the best pre screening interview questions, which we will cover in a bit to zero in on the type of personality every industry values. Asking some or all of these questions can be the only way of telling whether you must continue walking with the candidate or walk them out.

What are Pre Screen Interview Questions?

If you are new to the recruiting profession or have taken interest in this discussion the first time, it’s better late than never to know what pre screening interviews are.

Simply put, it’s where you learn a few extra attributes about candidates that aren’t mentioned in their professional resumes. It tells recruiters whether candidates possess the right qualities that make them suited for the role better than others.

Pre screening questions can connect dots from career expectations and job preferences to awareness about roles, and strengths.

10 Best Pre Screening Interview Questions and Answers

Not all pre screening interview questions are the same. Each industry wants to know candidates differently before disqualifying applications that aren’t standing out.

So the questions we cover here are the one-size-fits-all for every business. But we still bet on our questionnaire to bring you quality insights. So without further ado, let’s get started.

1. What are your strongest skills?

Why do recruiters ask this:

When you’re faced with this question, it usually means recruiters are looking for your core values such as analytical skills, leadership skills, and the ability to be a team player. They don’t want clichéd answers that are impersonal and lacking depth. Asking about the strongest skill is one of many easiest ways to weed out job seekers who aren’t applying out of passion.

How to answer it:

2. How did you acquire your skills or strengths?

Why do recruiters ask this:
Everyone has strengths and weaknesses, but what matters are specific knowledge areas where you’ve succeeded with a better approach. It could be anything from experience acquired at school or assignments with past employers. In most cases, these career-specific questions arise when recruiters are keen to know whether you’ve had hands-on training.
How to answer it:

3. What are your strengths and weaknesses?

Why do recruiters ask this:

Almost every candidate is asked to share their strengths and weaknesses at least once. So why do you think this question crops over and again? Simple! Recruiters want to know where the tipping point is and whether candidates can cope with stress.

While it may seem tempting to reveal the truth as it is, it could also be a trick question to measure consistency. Nobody would want to hire workers prone to making expensive mistakes.

How to answer it:

4. What are your future goals?

Why do recruiters ask this:
When recruiters ask about your future goals, they are keen to know whether you’re a goal-setter or someone who goes with the tide. Since there are more ways to achieve an outcome, they are testing your multidimensional aptitude and outlook.
How to answer it:

5. What experiences make you stressed or frustrated at work?

Why do recruiters ask this:

Stress and frustration are two frequent challenges in every employee’s life. It’s unthinkable to completely separate these emotions from anybody unless they follow a disciplined stress management approach.

This is what every recruiter wants to know. They care to know what makes you flip and whether you’ve had moments in life that couldn’t be easily overcome.

How to answer it:

6. How would you describe your accomplishments?

Why do recruiters ask this:
Good work in corporate terms is the result of effort put into meeting goals. It could be quality of work, dependability, good relationship, decisiveness, and many more things culminating in a satisfying outcome. Recruiters are looking at what constitutes your A-game.
How to answer it:

7. How would you measure your achievements?

Why do recruiters ask this:
This is another popular behavioral question that employers ask to measure your contributions. While humility is a great quality, your future workplace needs workers who can bring big differences and not someone that does the same job without excitement. So show them that you’re unafraid of innovation and change by telling them what makes you great.
How to answer it:

8. What do you least like about your current job?

Why do recruiters ask this:

If you’re wondering whether hirers trick you into telling them about your last assignment and the outcome that led you to tender resignation, they aren’t. They want to know whether you have a positive way of looking at negative scenarios.

They want to ensure your papers won’t be tendered on their desk when there is the first sign of trouble.

How to answer it:

9. How do you say you have interpersonal skills?

Why do recruiters ask this:
Employers are looking for open-minded personalities that are adaptable in a fast-paced work environment. This is where they question your interpersonal skills. It tells you whether you are a good communicator or if you could guide a team right up to the problem to unclog the workflow.
How to answer it:

10. How soon after getting a job can you start?

Why do recruiters ask this:
Organizations don’t want to be kept waiting after shortlisting a candidate on whom they have spent time and money vetting. So they are keen to know how enthusiastic a new hire is from their response to decide whether the other search should be called off.
How to answer it:

Conclusion

Pre-screening interview questions are short and help determine if a potential candidate meets the criteria of the job role. If pre-screening goes well, a candidate moves into the next interview phase, which is face to face. Although short, pre-interview questions help recruiters pick the most qualified candidates and spend less time interviewing any new applicants.

About Us

IntroMagic is a company started with the mission of
enabling every candidate to find their dream role by
putting their best face forward. We also aim to help
recruiters find the best candidate by enabling
acceptance of professional video introductions that complement the traditional resume.