The Best Interview Screening Questions [With Sample Answers]
Hiring feels broken.
You post a job. Dozens - sometimes hundreds - of applications flood in. But once you start sorting, calling, and interviewing… it’s clear most people aren’t the right fit.
Worse, many aren’t serious about wanting to join your company.
The real problem? Most companies start by screening resumes - a hiring system flaw we break down in this guide on how to build a high-performance hiring process.
That’s where bias kicks in. You make assumptions based on job titles, company logos, or unexplained gaps. And just like that, you’re hiring based on surface-level signals.
The fix? Flip the process.
Start with questions. Not the interview kind - screening questions that filter for mindset, motivation, and ownership before you waste time on a CV.
Let’s break it down.
What Are Screening Questions?
Screening questions are short questions used before the interview. You can include them in a form or a job application.
They help you figure out:
- Who’s actually serious about the role
- Who might have the right attitude and thinking style
- Who you shouldn’t waste time on
Instead of guessing based on resumes, you get real signals from the candidate’s own words.
Types of Screening Questions
There are two main types:
1. Open-Ended Questions
These are short written questions that reveal how a person thinks. They help you assess:
- Motivation
- Problem-solving
- Communication
- Resilience
- Ownership
They take a bit more time to read - but they’re powerful. We’ll walk through one shortly.
2. Yes/No Questions
These are the quick filters. You use them to check non-negotiables:
- Do they have the right license?
- Are they legally allowed to work here?
- Are they available for the shift or hours?
Simple. Fast. Best used early in the process or to pre-screen applicants automatically.
Why This Matters (More Than You Think)
Most people can learn to interview well.
They’ve rehearsed answers. They’ve Googled “how to answer interview questions.” Some even use ChatGPT to polish their CV.
But how many can think clearly, stay motivated, solve problems, and own their growth?
That’s what screening questions help you find out - before you invest your time in them.
Open-Ended Question Example + Sample Answer
Here’s a powerful example that assesses long-term motivation, problem-solving, and self-awareness.
Question:
“Describe a situation where you had to stay motivated over a long period. What kept you going, and what was the final outcome of your sustained effort?”
Candidate Response:
“In my personal life, I am passionate about the hobby of speedrunning. I dedicated a considerable amount of time to mastering the game Pokemon Violet, focusing specifically on the New Game + category of speedruns.
As my performance improved, further advancements became increasingly challenging, leading to periods of diminished motivation. During these times, I adopted a structured approach by reviewing my personal best run to identify mistakes and areas for improvement. I meticulously documented these observations and concentrated my practice on those specific sections. As I recognised more mistakes throughout my runs, I was able to improve my times with ease. Noticing these mistakes kept me motivated, as I had wished to complete the best run I thought I was capable of. I continued this process for months, challenging myself to beat the times of everyone I could that was ahead of me in the global rankings. This process of self-assessment and targeted improvement ultimately enabled me to achieve a run that ranked highly in Australia time.”
What You Can Assess From This
Trait What to Look For:
- Intrinsic motivation - They didn’t need external rewards - this was self-driven.
- Ownership - They created a structured plan to improve.
- Attention to detail - They identified and tracked micro-level improvements.
- Consistency - They stayed on track for months.
- Growth mindset - They framed mistakes as fuel.
- Competitive edge - Clear internal benchmark: “Beat the people ahead of me.”
How to Interpret It
This is a high-quality answer- even though it’s from a personal hobby.
It shows how the candidate thinks. Not what they were told to do, but how they took charge.
A vague answer would talk about “working hard” or “being passionate.”
This one gives systems, actions, outcomes.
You don’t need to ask, “Are they detail-oriented?” - they’ve already shown it.
💡 Tip: If a strong answer comes from a personal example, ask them how that mindset has shown up in a work context. Don’t assume it doesn’t transfer.
Yes/No Screening Questions: Use These to Filter Fast
These are essential when you have hard requirements. They help you avoid wasting time.
Use them in your job ad or application form. Make sure to keep them simple.
Here are a few examples:
- “Do you have a current driver’s license?”
- “Are you legally eligible to work in [Country]?”
- “Are you available to work evenings or weekends?”
- “Do you have at least 2 years of experience using [Software]?”
You can make these automatic - if a candidate answers “No,” they’re filtered out early.
Pro tip: Always combine yes/no with open-ended questions to get both speed and depth.
How to Cut Screening Time in Half (Without Losing Quality)
This is the one change that will transform your hiring process.
Instead of starting with resumes, start with 3 open-ended questions.
Here’s how to set it up:
- In your job ad, explain that candidates need to complete a short form to be considered.
- Send them an automated email with a link to the form.
- The form contains 3 questions that take 10–15 minutes to complete.
- You review their answers before you ever look at their CV.
This instantly filters out people who aren’t serious. It also gives you real insight into how candidates think - without the noise of resume bias.
No more reading between the lines of a polished CV.
You’re reading what a person actually believes, feels, and chooses to share.
Final Thought: Don’t Just Screen Faster - Screen Smarter
Bad hires cost you time, energy, and momentum.
And they usually slip through because you didn’t ask the right questions early enough.
The best candidates don’t always have the flashiest resumes.
But they do have grit. Ownership. Clarity. Drive.
You’ll find them when you stop guessing - and start screening intentionally.
Want to see exactly how to set this up?
Download our short, no-fluff guide:
👉 Make This 1 Change to Cut Your Screening Time in Half (Free PDF)
It shows you step-by-step how to filter out time-wasters and find the candidates who actually deliver.
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