One of the features available on the JobNet system is “Screening Questionnaires”, typically asked to a candidate before he or she completes the application. This feature aims to eliminate applicants who are unable or unwilling to perform key job functions, lack required qualifications, or display other red flags.

They are designed to help hiring managers avoid applicants that are unlikely to be among the top candidates.

We provide two options for Questionnaires:

- Text Question

- Yes or No (AutoScreen Questionnaires)

Text Question:

These are open ended questions, useful for asking general or specific questions where you want the candidate to answer in written form. Face to face interviews are obviously better occasions to ask more questions, but sometimes hiring managers find it useful to know  (or sometimes, must know) some things beforehand which might not be so obvious from simply screening a CV.

These are some sample questions we find can be useful for you:

- Why did you leave your previous company?

- What’s your notice period?

- Why would you like to work with our company?

- How does this position fit in with your long-term goals?

- What are your salary requirements?

- What is your skill level with X on a scale of 1-5?

- Tell me about a time you resolved a conflict with a co-worker.

- If you are interested in vetting some quick traits or skills, sometimes it is useful to ask job-specific - questions, such as:

- How many sales people have you managed?

- What is the biggest sales deal you have ever made?

- How do you define user experience in digital marketing?

- What is the hardest IT development challenge you ever faced? Etc.

Yes/No Question:

While a short answer question may be reviewed by an actual person, anything with specific answers could result in the application being automatically sent to the Auto Screen folder in the JobNet system.

Candidates who answer incorrectly to your Yes/No questions will be flagged as having been auto-rejected and be automatically rejected based on what you determined to be the wrong answer.

For example:

If you are looking for a candidate who must possess a driving license, to the question “Do you have a driving license?” answer “no” is a failed result for you and therefore it can be automatically sent to the “AutoScreen” folder.

Make sure you double check when you choose the “wrong” answer, so that you don’t screen out qualified candidates.

Sample Yes/No Questions:

Yes/No questions are meant to verify mandatory requirements that can be answered in a yes/no way. No creative answers, no explanations.

- Are you at least 18 years of age? Yes/No

- Do you have a drivers’ license? Yes/No

- Do you have B.Com Degree? Yes/No

- Do you have 5 years’ experience in TAX? Yes/No 

- You get the drill.

More Sample questions that can be helpful for you:

- Are you interested in full-time employment, part-time or either?

- What days and times are you available to work during the week? or Are you available to work [mention working schedule or shifts, e.g. from Tuesday to Saturday 3pm to 11 pm]?

- When’s the earliest you can start working with us?

- If you’re currently working, how much notice do you need to give to your employer?

- What are your salary expectations?

- Are you eligible to work in X country?

- This is a remote position. Do you have access to (e.g. a computer, Internet connection and a private space) to work remotely?

- Are you available/ willing to travel X% of the time?

- Are you willing to undertake a drug test as part of this hiring process?

- Are you willing to undergo a background check as part of this hiring process?

- How did you learn about this job?

- Please list three references and their contact information.

- What do you see yourself in next 5 years?

- Why did you apply for this position?

- Why would you like to work with our company?

- How does this position fit in with your long-term goals?

In summary, Questionnaires are a tool we built to help you filter out irrelevant applicants and most companies will find their own ways of using them. A ward of caution though: the risk is, it tends to slightly decrease the quantity of applications.

For any feedback on our product, feel free to reach us at [email protected]. We always strive to build useful features that help you find your next great hire, faster.