This is a questionnaire that company’s can use as a guide when pre-screening an
applicant. This questionnaire addresses questions such as the applicant’s employment
history, their degree of success, and their preferred work environment and cultural
needs. If the applicant’s responses satisfy the screener, they can have an in-person
interview with the applicant to further determine their qualifications and credentials. This
questionnaire can be used by small businesses or other entities that want to save
company time and money by pre-screening applicant’s before calling them in for an in-
TELEPHONE PRE-SCREENING – <COMPANY NAME>
Candidate’s Name: ____________________________________________
Today’s Date: ______________ Resume Attached: YES ___ NO ___
Position Title: _________________________________________________
Learn About Past Company and Job
What size was the organization where you last worked in terms of revenue and employees?
What were the organization’s primary products and markets?
If the person had reporting staff, how many people reported to you directly – what were their titles?
If the candidate is not currently working, why and when did you leave your most recent position?
How have you spent your time since you left your most recent position?
Not to limit you or commit you to a certain dollar figure, but what’s the minimum salary you’d consider
right now to accept another position?
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Determine the Candidate's Degree of Success
How would your supervisor and coworkers describe your work?
What is your reason for leaving your current position?
If currently employed, what would need to change at your current position for you to continue to work
Determine Candidate's Work Environment and Cultural Needs
Describe your preferred work environment.
Describe the management style you exhibit and prefer.
What must exist in your work place for you to be motivated and happy?
If the candidate's responses to these questions satisfy the screener, proceed with the in-person interview.
If not, tell the candidate that you have other candidates who appear to have credentials and experience
that more closely match the expectations of the position. End the interview.
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