Good candidate screening questions confirm the must-haves (schedule, location, pay range, required credentials), check motivation and role fit, and ask for one or two concrete examples of past work. Pick six to eight of the 30 questions below, ask every candidate the same ones in the same order, and write down what a good answer sounds like before you hear any answers. The same list works on a phone screen, an application form, or a recorded one-way video interview.
A first-round screen confirms the job’s non-negotiables, checks that the candidate wants this kind of work, and collects one or two concrete examples of past work. Use a short, fixed set of questions for everyone, judge answers against criteria written in advance, and leave deeper topics for later rounds.
- Start with 3 to 5 knockout and logistics questions (credentials, schedule, location, pay range, start date); at the screening stage, only these should end a candidacy.
- Add 3 to 5 open questions in total, drawn from motivation, role fit, experience evidence and short work samples; a phone screen with this split fits in 20 to 30 minutes.
- Ask every candidate the same questions in the same order, write what a good answer contains before reviewing, and have each reviewer write notes before any discussion.
- For recorded answers, aim for about 60 seconds on motivation questions, 90 seconds on “tell us about a time” questions, and up to 2 minutes for a work sample walkthrough.
- In the US, leave out questions about age, family, religion, national origin, citizenship, disability and finances; state the job’s real requirement and ask whether it works instead.
This guide is format-agnostic and covers the first round only: the screen that decides who gets a full interview. If you want role-specific recorded questions, see our one-way video interview questions by role or the deeper set of customer service video interview questions. To find out how the process felt from the other side, send candidate experience survey questions after the screen.
What a first-round screen is for
A screen is not a short interview. It has four narrow jobs:
- Confirm the non-negotiables. Schedule, location, pay range, start date, and any license or certification the job legally or practically requires.
- Check motivation. Does the candidate know what the role is, and is it the kind of work they want to do?
- Get evidence, not adjectives. One or two specific examples of relevant work, with the candidate’s own part made clear.
- Note what to probe later. Gaps, short tenures, or vague claims are questions for the next round, not automatic rejections.
Everything else (deep technical skill, team chemistry, leadership style) belongs in later rounds. A screen that tries to do everything takes too long and still gives you thin answers on each topic.
Why run it as a structured screen?
A structured interview means every candidate gets the same predetermined questions in the same order, and every answer is judged against the same standard. That is how the US Office of Personnel Management defines it, and the research supports the effort.
Structured interviews had the highest mean operational validity of any predictor in a 2022 reanalysis of selection research.
Source: Sackett et al. (2022), via SIOP
of selection research reviewed by Schmidt and Hunter, who found structured interviews predicted job performance better than unstructured ones.
Source: Schmidt and Hunter (1998)
Schmidt and Hunter’s well-known 1998 review of 85 years of selection research found structured interviews predicted job performance better than unstructured ones. A 2022 reanalysis by Sackett and colleagues went further: structured interviews had the highest mean operational validity of any predictor they examined, at r = .42, as summarized by the Society for Industrial and Organizational Psychology.
In practice, structure comes down to three habits:
- Same questions, same order. Do not skip a question because the candidate “obviously” passes it, and do not add extra ones for candidates you like.
- Criteria written before reviewing. For each question, write one or two lines on what a good answer contains. The “Good answer” notes below are a starting point.
- Notes before discussion. Each reviewer writes their own notes per question before reading anyone else’s. Discussion comes after, so the loudest opinion does not set the bar.
For more on keeping the process consistent, see how to reduce hiring bias.
How many screening questions should you ask, and how long per answer?
Our working rule for a first-round screen:
- Knockout and logistics: 3 to 5 quick questions. Yes/no or multiple choice on a form, a minute or two on a call.
- Open questions: 3 to 5 in total, drawn from motivation, role fit, experience and work samples.
- Phone screen: plan for 20 to 30 minutes, including a few minutes for the candidate’s own questions.
- Recorded answers: 60 seconds for motivation questions, 90 seconds for “tell us about a time” questions, up to 2 minutes for a work sample walkthrough.
If you need more than eight open questions to decide whether someone gets a full interview, the problem is usually unclear criteria, not too few questions. Tighten the must-haves first.
The 30 candidate screening questions
Each question includes what it checks, what a good answer looks like, and a follow-up to use live (or in a later round if the screen is recorded). Replace anything in [brackets] with your role’s details.
Knockout and logistics (questions 1 to 5)
Put these first. They save the candidate and you from a full screen that cannot end in a hire. State the facts of the job plainly and ask whether they work for the candidate, rather than asking about their personal life.
“This role requires [license, certification or must-have skill]. Do you currently have it?”
ChecksA hard requirement that cannot be trained on the job in time.
Good answerA clear yes, with the type and (where relevant) expiry date, or a clear “in progress, completing on [date].”
Follow-up“When did you last use it in your work?”
“The schedule is [days and hours]. Can you work this schedule?”
ChecksAvailability for the actual shifts, asked the same way of everyone.
Good answerYes, or yes with a specific, stated exception you can evaluate.
Follow-up“Is there any part of that schedule you would need to discuss?”
Avoid asking which days they cannot work or why. The EEOC lists days of worship and religious holidays among the questions to avoid.
“The role is [on-site at location / hybrid with X days in office / remote within these time zones]. Does that work for you?”
ChecksLocation fit and commute or time-zone realism.
Good answerYes, with any relocation or time-zone plan stated concretely.
Follow-up“Have you worked in this setup before? What helped you make it work?”
“The pay range for this role is [range]. Does that work for you?”
ChecksWhether expectations overlap before anyone invests more time.
Good answerYes, or a specific number with a reason tied to the role’s scope.
Follow-up“Is there anything besides base pay that matters most to you in an offer?”
Ask about expectations, not past pay. Some states restrict salary history questions; California Labor Code section 432.3, for example, bars employers from seeking an applicant’s salary history.
“If we made an offer, when could you start?”
ChecksNotice periods and timing against your hiring deadline.
Good answerA specific date or notice period. Candidates who plan to give proper notice to a current employer are showing the same reliability you would want later.
Follow-up“Is there anything already scheduled in the first month we should plan around?”
I'm preparing a first-round candidate screen. Here are 5 questions in the "Knockout and logistics (questions 1 to 5)" group: 1. "This role requires [license, certification or must-have skill]. Do you currently have it?" 2. "The schedule is [days and hours]. Can you work this schedule?" 3. "The role is [on-site at location / hybrid with X days in office / remote within these time zones]. Does that work for you?" 4. "The pay range for this role is [range]. Does that work for you?" 5. "If we made an offer, when could you start?" Adapt them to the role I am hiring for: [job title, seniority, location, must-haves]. Keep each question open and neutral, and add one follow-up question for each.
What about work authorization? The EEOC says most employers should not ask whether an applicant is a US citizen before an offer. Instead, add a statement to the posting or form that everyone hired will be required to verify identity and eligibility to work in the United States.
Motivation (questions 6 to 10)
You are not listening for enthusiasm or polish. You are listening for whether the candidate understands the job and wants that kind of work.
“What made you apply for this role, and what do you know about what we do?”
ChecksBasic preparation and a reason beyond “I need a job.”
Good answerNames something specific about the role or company and connects it to their own experience or interests.
Follow-up“What would you want to learn about us that the posting did not tell you?”
“What are you looking for in your next job that you don’t have in your current or most recent one?”
ChecksWhether what they want is something this role actually offers.
Good answerOne or two concrete things (more customer contact, a smaller team, a clearer path to a specific skill) that you can honestly say yes or no to.
Follow-up“How would you know, six months in, that you got it?”
“Which part of this job description sounds most like work you’d enjoy, and which part sounds least like it?”
ChecksSelf-awareness and a realistic read of the role.
Good answerA specific “most” and an honest “least,” with a sentence on how they handle the less enjoyable part.
Follow-up“That ‘least’ part is about [X]% of the week here. How does that sound?”
“Why are you looking to leave your current role?” (or “Why did you leave your last role?”)
ChecksWhether the reasons for leaving will follow them into this job.
Good answerA plain, specific reason (scope, growth, schedule, a move, a layoff) without a long complaint about people.
Follow-up“What would have needed to change for you to stay?”
“Where does this role fit in what you want to be doing in two or three years?”
ChecksWhether the role is a stepping stone they will leave quickly or a real fit.
Good answerA direction that this role plausibly supports. “I don’t know yet, but I want to get better at X” is fine.
Follow-up“What would you want to learn in your first year here?”
I'm preparing a first-round candidate screen. Here are 5 questions in the "Motivation (questions 6 to 10)" group: 1. "What made you apply for this role, and what do you know about what we do?" 2. "What are you looking for in your next job that you don't have in your current or most recent one?" 3. "Which part of this job description sounds most like work you'd enjoy, and which part sounds least like it?" 4. "Why are you looking to leave your current role?" (or "Why did you leave your last role?") 5. "Where does this role fit in what you want to be doing in two or three years?" Adapt them to the role I am hiring for: [job title, seniority, location, must-haves]. Keep each question open and neutral, and add one follow-up question for each.
Role fit and ways of working (questions 11 to 15)
“Walk us through a typical day or week in your current or most recent role.”
ChecksWhat the candidate actually does, as opposed to what their title suggests.
Good answerConcrete tasks, tools and proportions (“about half my day is inbound tickets, the rest is…”).
Follow-up“Which of those tasks would you be happy to do more of?”
“This role spends most of its time on [main activity]. How much of your recent work looked like that?”
ChecksOverlap between their recent work and the core of your job.
Good answerAn honest estimate plus an example. A smaller overlap with a clear plan to close it can beat a vague “a lot.”
Follow-up“What part of [main activity] would be new for you?”
“What kind of manager or feedback style helps you do your best work?”
ChecksFit with how the team really operates. This is a better question than asking about “culture fit,” which tends to reward similarity.
Good answerA specific preference with an example of feedback that helped them improve.
Follow-up“Tell us about feedback that was hard to hear. What did you do with it?”
“Tell us about a time you had to learn a new tool or process quickly. How did you get up to speed?”
ChecksHow they learn, which matters more than whether they already know your exact tools.
Good answerNames the tool, the deadline and the method (documentation, asking a colleague, practicing on a small task first).
Follow-up“What would you do differently if you had to learn it again?”
“How do you organize your work when you have more to do than time to do it?”
ChecksPrioritization and whether they flag problems early.
Good answerA real method (a list, a ranking rule, checking with a manager) and an example of what they deliberately left for later.
Follow-up“When did you last have to tell someone a deadline would slip? How did you handle it?”
I'm preparing a first-round candidate screen. Here are 5 questions in the "Role fit and ways of working (questions 11 to 15)" group: 1. "Walk us through a typical day or week in your current or most recent role." 2. "This role spends most of its time on [main activity]. How much of your recent work looked like that?" 3. "What kind of manager or feedback style helps you do your best work?" 4. "Tell us about a time you had to learn a new tool or process quickly. How did you get up to speed?" 5. "How do you organize your work when you have more to do than time to do it?" Adapt them to the role I am hiring for: [job title, seniority, location, must-haves]. Keep each question open and neutral, and add one follow-up question for each.
Experience evidence (questions 16 to 20)
These are short behavioral questions. Listen for a situation, what the candidate did, and what happened. “We” answers are fine at first; the follow-up should separate their part from the team’s.
“Tell us about a result you’re proud of from the last two years. What was your part, specifically?”
ChecksReal contribution, and how they define good work.
Good answerA specific outcome, the candidate’s own actions, and some measure of the result, even an informal one.
Follow-up“What would have happened if you hadn’t been involved?”
“Pick one skill from the job posting and tell us about the last time you used it.”
ChecksEvidence for a listed requirement, chosen by the candidate.
Good answerA recent, concrete example tied to a skill you actually need, not a generic one.
Follow-up“What was the hardest part of that, and how did you get past it?”
“Tell us about a mistake you made at work and what you changed afterward.”
ChecksOwnership and learning.
Good answerA real mistake (not “I work too hard”), what they did to fix the immediate problem, and a lasting change in how they work.
Follow-up“How did you tell the people affected?”
“Describe a time you disagreed with a colleague or manager. What happened?”
ChecksHow they handle friction without escalating or going silent.
Good answerThey raised the issue directly, listened, and either changed their view or reached a workable outcome.
Follow-up“Looking back, was the other person right about anything?”
“What’s something on your resume you’d like us to ask about, and something that isn’t on it but should be?”
ChecksWhat the candidate considers their strongest evidence, including experience a resume format hides (volunteer work, side projects, caregiving roles that built relevant skills).
Good answerA specific item with a reason it matters for this role.
Follow-up“How would that show up in your first month here?”
I'm preparing a first-round candidate screen. Here are 5 questions in the "Experience evidence (questions 16 to 20)" group: 1. "Tell us about a result you're proud of from the last two years. What was your part, specifically?" 2. "Pick one skill from the job posting and tell us about the last time you used it." 3. "Tell us about a mistake you made at work and what you changed afterward." 4. "Describe a time you disagreed with a colleague or manager. What happened?" 5. "What's something on your resume you'd like us to ask about, and something that isn't on it but should be?" Adapt them to the role I am hiring for: [job title, seniority, location, must-haves]. Keep each question open and neutral, and add one follow-up question for each.
Short work samples (questions 21 to 25)
A short work sample shows how someone actually approaches the job.
Keep each work sample under 15 minutes of candidate effort at the screening stage, base it on a realistic task, and never ask for work you would use in production.
“Here’s a situation from this role: [two or three sentences]. What would you do first, and why?”
ChecksJudgment on a realistic problem.
Good answerA sensible first step, a reason, and what they would check or who they would involve.
Follow-up“What if that first step didn’t work?”
“Explain [a concept central to the role] to someone who is new to it, in about two minutes.”
ChecksUnderstanding plus the ability to explain it plainly, which matters in most jobs.
Good answerAccurate, ordered, uses an example, and avoids unexplained jargon.
Follow-up“What do beginners usually get wrong about it?”
“Here’s a [customer email, brief, spreadsheet or short code snippet]. Tell us what you notice and what you’d do next.”
ChecksAttention to detail and practical next steps on real material.
Good answerSpots the main issue you planted, prioritizes, and proposes a concrete action.
Follow-up“What else would you want to know before acting?”
“Walk us through something you’ve built, written or improved, on screen if you like.”
ChecksReal work and how they explain decisions. Works well for designers, analysts, developers and operations roles.
Good answerExplains the goal, one or two decisions and the trade-offs, not just the final result.
Follow-up“If you had another week on it, what would you change?”
“Write a short reply to this message as if you were already in the role: [message].”
ChecksWritten communication for roles that live in email, chat or tickets.
Good answerClear, correct, appropriately brief, and actually answers the question asked.
Follow-up“What would you do if the customer replied that this didn’t help?”
I'm preparing a first-round candidate screen. Here are 5 questions in the "Short work samples (questions 21 to 25)" group: 1. "Here's a situation from this role: [two or three sentences]. What would you do first, and why?" 2. "Explain [a concept central to the role] to someone who is new to it, in about two minutes." 3. "Here's a [customer email, brief, spreadsheet or short code snippet]. Tell us what you notice and what you'd do next." 4. "Walk us through something you've built, written or improved, on screen if you like." 5. "Write a short reply to this message as if you were already in the role: [message]." Adapt them to the role I am hiring for: [job title, seniority, location, must-haves]. Keep each question open and neutral, and add one follow-up question for each.
Things to probe, not penalize (questions 26 to 30)
These questions clarify points that often get labeled red flags. Ask them neutrally and note the answer; most have ordinary explanations.
Judge what candidates say, not how they look or sound, their background, their camera setup, or whether they seem nervous.
“Is there anything about the time between [date] and [date] you’d like us to know?”
ChecksContext for a gap, offered rather than demanded.
Good answerAny brief explanation is fine; the candidate does not owe personal details. Listen for whether relevant skills were kept up, if that matters for the role.
Follow-up“What are you most looking forward to getting back to?”
The EEOC notes that screening out applicants for being unemployed can be discriminatory when it does not identify reliable employees and disproportionately affects protected groups, so do not treat a gap as a knockout.
“You’ve had a few shorter roles recently. What led to each move?”
ChecksWhether the pattern reflects contracts, layoffs, relocations, or something that would repeat here.
Good answerSpecific, consistent reasons. Contract and agency work often explains short tenures on its own.
Follow-up“What would make you stay somewhere for several years?”
“Your resume says you [led, managed or owned X]. What was the size of it, and what was your role compared with the team’s?”
ChecksThe real scope behind strong verbs.
Good answerConcrete numbers (team size, budget, accounts, volume) and a clear line between their decisions and others’.
Follow-up“What was one decision you made on your own?”
“If we spoke with your most recent manager, what would they say you should work on?”
ChecksSelf-awareness, and a preview of what references may say later.
Good answerA real development area with something they are already doing about it.
Follow-up“What would they say you’re best at?”
“Are you interviewing elsewhere, and is there anything that would stop you from accepting if this goes well?”
ChecksTimeline pressure and hidden deal-breakers, early enough to act on them.
Good answerAn honest picture of their timeline and any conditions (pay, remote work, start date).
Follow-up“Is there a date by which you need to hear from us?”
I'm preparing a first-round candidate screen. Here are 5 questions in the "Things to probe, not penalize (questions 26 to 30)" group: 1. "Is there anything about the time between [date] and [date] you'd like us to know?" 2. "You've had a few shorter roles recently. What led to each move?" 3. "Your resume says you [led, managed or owned X]. What was the size of it, and what was your role compared with the team's?" 4. "If we spoke with your most recent manager, what would they say you should work on?" 5. "Are you interviewing elsewhere, and is there anything that would stop you from accepting if this goes well?" Adapt them to the role I am hiring for: [job title, seniority, location, must-haves]. Keep each question open and neutral, and add one follow-up question for each.
Always end the screen by inviting the candidate’s own questions. What they ask tells you what they care about, and it is the part of the conversation they remember.
Which questions should you leave out of a US screen?
The EEOC’s general rule is that pre-employment questions should be limited to what is essential for deciding whether someone is qualified, and that questions which reveal protected characteristics may be used as evidence of intent to discriminate. Some topics, such as disability, are explicitly off limits before an offer. State and city laws often add more. This list is a practical guide, not legal advice.
| Topic | Avoid asking | If it matters for the job, ask instead |
|---|---|---|
| Age (EEOC) | Age, date of birth, graduation year | If the role has a legal minimum age, ask only whether the candidate meets it |
| Marital status and children (EEOC) | Spouse, children, childcare arrangements | “Can you work this schedule: [schedule]?” asked of everyone |
| Sex, pregnancy and family plans (EEOC) | Pregnancy, plans for children, sexual orientation, gender identity | Nothing; these are not job-related |
| Religion (EEOC) | Religious affiliation, place or days of worship, holidays observed | State the schedule and ask whether it works |
| Race, color, national origin (EEOC) | Birthplace, ancestry, native language, “where is your accent from?” | If a language is required, “This role requires [language] for [task]. Can you do that?” |
| Citizenship (EEOC) | “Are you a US citizen?” | A statement that everyone hired must verify eligibility to work in the US |
| Disability and health (EEOC) | Conditions, medications, sick days taken, past injuries | Whether the candidate would need an accommodation to perform a specific job task |
| Height and weight (EEOC) | Height or weight | Only if you can show it is job-related |
| Finances (EEOC) | Credit, home ownership, debts | Leave out of the screen |
| Arrests and convictions (EEOC) | “Have you ever been arrested?” | Leave out of the screen; handle any check later under EEOC guidance and your state’s rules |
| Photos (EEOC) | Asking for a photograph with the application | Not needed before an offer |
The photo point matters for video screens. A recorded answer shows the candidate, so give people a choice of video, audio or text for each answer, and consider reading transcripts before watching recordings.
How do you take notes and decide after the screen?
- Review by question, not by candidate. Read or watch everyone’s answer to question 1, then everyone’s answer to question 2. Comparing like with like keeps the standard steady.
- Use a simple scale tied to your written criteria. For example: meets, partly meets, does not meet, with one sentence of evidence quoted or paraphrased from the answer.
- Separate “no” from “probe.” Only the knockout questions should end a candidacy at this stage. Everything else becomes a question for the next round.
- Decide together, after notes are in. A person, not a tool, decides who moves forward, and the notes record why.
Phone screen, form, or one-way video?
| Format | Works best for | Trade-off |
|---|---|---|
| Phone screen | Small candidate pools, senior roles, roles where live conversation is the job | Scheduling takes time, and notes depend on one person’s memory |
| Application form | Knockout questions and short written answers at volume | Written answers say little about how someone explains things out loud |
| One-way video screen | Several reviewers, candidates in different time zones, roles where spoken explanation matters | Less back-and-forth; follow-ups move to the next round |
Many teams combine them: a short form with the knockout questions, then three to five recorded answers for those who pass. For a fuller comparison, read async video interviews vs. live interviews.
How do you run the screen as a one-way video interview?
- Build the form. Put the knockout questions first as multiple choice. With conditional logic, a “no” to a true must-have can route the candidate to a polite closing page. Have a person review those responses before any rejection goes out.
- Add three to five open questions. Let candidates answer each one by video, audio or text. Put the target length in the question text (“aim for about 90 seconds”). Recordings can run up to 10 minutes, so the guidance is what keeps answers focused.
- Send one link. Candidates record from the link in their browser, with no app or account to create.
- Reviewers watch on their own time. Each person reviews against the written criteria and writes notes before discussing.
- Let AI do the first read, not the decision. In RecRam Video Forms, every video and audio answer is transcribed automatically, and AI writes a short summary of each recording. Turn on AI Analysis to score each answer against criteria you write (for example, “Does the candidate describe a specific situation and what they did? Score 1 to 5”) and flag answers below your threshold, so reviewers start with the most relevant ones. It uses AI credits. Your team reviews the answers and makes every decision.
The one-way video interview guide covers invitations, candidate instructions and timing in more detail, and the video interview software page shows how the screening flow fits together. If a candidate’s answer needs a follow-up before the next round, a private async thread in Room keeps that conversation in one place.
For staffing agencies: screen once, share with the client
Agencies often run the same screen twice: once internally, then again for the client’s hiring manager. A recorded screen can remove that second round.
- One form per client role. Keep the client’s must-haves in the knockout section and your own standard questions in the open section, so every candidate you submit was screened the same way.
- Ask for consent to share. Add a question confirming the candidate agrees to their answers being shared with the hiring company for this role.
- Add the client’s reviewers to the workspace. Responses are shared with teammates inside the workspace, so a client hiring manager added as a member can review the same answers and transcripts. There is no public link for a single response, which keeps recordings inside the account.
- Send your notes, not just recordings. A short summary per candidate (knockouts met, two or three quoted strengths, points to probe) lets the client decide whom to meet without watching everything.
- Multilingual pools. Transcription covers 110+ languages, and AI translation covers 100 languages, which helps when the client’s reviewers do not speak the candidate’s language. Have a fluent reviewer check anything that affects a decision.
Professional includes three members, and extra members are $12 per month each, so plan reviewer seats per client before you start.
When is a recorded screen not the right fit?
RecRam is built for collecting and reviewing recorded answers. It is not the right tool when:
- You hire one or two people a year. A 20-minute call with a written scorecard is enough.
- You need a full applicant tracking system. If you need job postings, pipelines and offer management, use an ATS and connect the screen through Zapier, Make, webhooks or the API.
- Candidates may lack a reliable connection or device. Offer a phone screen alongside any recorded option.
- The role is mostly live conversation. Some live element should come early for roles like phone sales, though a short recorded screen can still handle the logistics.
Templates to start from
- Video Interview: First Round asks about relevant experience and interest, salary expectations, and a challenging situation, with video, voice or text answers, plus a consent question. Add your knockout questions at the start.
- Candidate Application Form: Entry Level collects contact details, education, prior experience, interview availability and motivation. Remove the education question if the role does not require a specific level.
- Candidate Screening: Culture Fit uses conditional logic and a behavioral question about disagreement. Consider swapping its self-rating questions for an example question such as number 15 or 19 above.
All three are in the template library. To try the first-round template with your own questions, start a 28-day free trial (no credit card needed). Starter is $29/mo and Professional is $99/mo.
Frequently asked questions
What are the best candidate screening questions?
The best screening questions confirm job requirements (schedule, location, pay range, required credentials), check why the candidate wants this specific role, and ask for one or two concrete examples of relevant work. Ask the same questions in the same order for every candidate and write down what a good answer looks like before you review any answers.
How many questions should a phone screen have?
Plan on three to five quick logistics questions and three to five open questions, which fits into 20 to 30 minutes with time left for the candidate’s questions. A recorded screen can follow the same split, with the logistics questions as multiple choice.
What is the difference between a screening interview and a first-round interview?
The terms are often used interchangeably. A screen is usually the shorter step that confirms must-haves and basic fit, while a first-round interview may go deeper into skills. Many small teams combine them into one structured first round, which is what the questions in this guide are designed for.
What questions should you not ask in a screening interview?
In the US, avoid questions about age, marital status, children, pregnancy, religion, race, national origin, citizenship, disability or health, arrests, and finances unless a specific legal exception applies. The EEOC’s guidance on pre-employment inquiries explains each topic, and state laws can add more, such as salary history restrictions.
Can AI decide which candidates pass the screen?
It should not make the final call. AI can do the first read: RecRam transcribes and summarizes every recorded answer, and AI Analysis can score each answer against criteria you define and flag the ones below your threshold. People who apply the written criteria review the answers and decide who moves forward.
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Written by
Fethi ÇetinolCX Specialist
Fethi Çetinol specializes in customer experience, with a focus on returns, disputes and clearer communication between sellers and buyers.
