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.
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.
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.
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.
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.
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.
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.