17 Screener Interview Questions and Answers

Learn what skills and qualities interviewers are looking for from a screener, what questions you can expect, and how you should go about answering them.

As a screener, you are responsible for the safety and security of a building or area. You may work in a corporate office, at a school, or in a hospital. No matter where you work, you will need to be able to answer some common screener interview questions.

Some of the questions you may be asked are about your experience, such as, “What experience do you have in security?” or “Describe a time when you had to deal with a difficult customer or situation.” You will also be asked questions about your availability and schedule, as well as your ability to handle physical tasks, such as, “Are you able to stand for long periods of time?” or “What is your availability for weekends and holidays?”

Answering these questions truthfully and with confidence will help you get the job.

Are you comfortable with working in a fast-paced environment?

Screeners often work in a fast-paced environment, so the interviewer wants to make sure you can handle this. Your answer should show that you are comfortable working under pressure and have experience with it.

Example: “Yes, I am very comfortable working in a fast-paced environment. In my last role as a screener, we had to screen hundreds of applications per day. We were expected to complete our tasks within a certain time frame each day, but sometimes there was an influx of applicants at once. This meant we had to work quickly to get through all the applications before the deadline.”

What are some of your strengths as a screener?

Employers ask this question to learn more about your skills and abilities as a screener. They want to know what you’re good at so they can make sure you’re using your strengths in the screening process. When answering this question, think of two or three things that you feel confident doing as a screener. Try to pick things that are relevant to the position.

Example: “I am very organized and detail-oriented, which helps me screen for errors and inconsistencies. I also have excellent communication skills, which allows me to work with other team members and explain my decisions clearly. Finally, I’m highly motivated by deadlines, so I always meet them.”

How would you rate your attention to detail?

Attention to detail is an important skill for screeners. Employers ask this question to make sure you have the ability to notice small details and ensure that they are correct before sending documents to their clients. When answering, explain how your attention to detail helps you perform your job well.

Example: “I would rate my attention to detail as excellent. I am very careful when reviewing documents to make sure all information is accurate. If there is a typo or other mistake, I will go back and fix it so the client doesn’t receive any incorrect information. In fact, in my last role, I caught a mistake on one of our reports that could have been costly if we had sent it out without fixing it first.”

What is your experience screening candidates for jobs?

This question is a great way for the interviewer to learn more about your experience with screening candidates. Use your answer to highlight your skills and abilities when it comes to reviewing resumes, conducting phone interviews and scheduling in-person interviews.

Example: “I have been screening candidates for over five years now. I started out as an entry-level screener but quickly moved up to senior screener after consistently receiving positive feedback from my hiring managers. In this role, I screen hundreds of applicants each month for various positions within the company. My goal is always to find the best candidate for the job based on their resume, cover letter and interview.”

Provide an example of a time you identified a red flag in a candidate’s application or resume.

Screeners are responsible for identifying potential issues with candidates. This question helps the interviewer determine how you handle these situations and if you have ever encountered a situation like it in your past experience.

Example: “In my previous role, I was screening resumes when I noticed that one candidate had no work history at all. When I asked him about this on his application, he said he had been working as an independent contractor for several years but did not include those jobs on his resume because they were freelance positions. He explained that he thought including them would make his resume look too long.

I told him that we prefer to see full employment history so we can get a better idea of what kind of employee someone is. He understood and updated his resume accordingly.”

If two candidates had similar qualifications, how would you decide who to invite to the next stage of the hiring process?

Interviewers ask this question to understand how you would make a decision that could impact the company’s bottom line. Your answer should show your ability to use data and information to make decisions, as well as your commitment to making sure the best candidate is chosen for the job.

Example: “If two candidates had similar qualifications, I would look at their performance in other areas of the application process. For example, if one applicant had more years of experience but a lower GPA than another applicant, I would invite the applicant with the higher GPA to the next stage of the hiring process. If both applicants had equal GPAs, I would choose the person who demonstrated better communication skills through their cover letter or resume.”

What would you do if you noticed a mistake in a candidate’s application after they had already been invited to an interview?

Interviewers ask this question to see how you would handle a mistake in your screening process. They want to know that you are willing to admit when you make a mistake and that you can fix it quickly. In your answer, explain what steps you would take to correct the error and ensure that the candidate still has an equal opportunity for the position.

Example: “If I noticed a mistake in a candidate’s application after they had already been invited to an interview, I would immediately contact them to let them know about the mistake. I would then follow up with the hiring manager to find out if there was any way we could reschedule the interview so that the candidate could attend. If not, I would offer to re-invite the candidate once the issue is resolved.”

How well do you communicate with other members of the hiring team?

Screeners often work with other members of the hiring team to ensure they’re making the best possible decisions about candidates. Employers ask this question to make sure you can communicate effectively and respectfully with your colleagues. In your answer, explain that you value collaboration and teamwork. Explain how you would approach working with others on the hiring team.

Example: “I believe it’s important for screeners to collaborate with other members of the hiring team. I have worked with many different types of people in my career, so I know how to communicate with them effectively. I am always respectful when asking questions or requesting information from others. I also try to be as helpful as possible by providing constructive feedback and suggestions.”

Do you have experience using screening software?

Screener positions often require the use of screening software. Employers ask this question to make sure you have experience using such programs and can perform your job duties effectively. Before your interview, review the job description to see if it mentions any specific screening software. If so, mention that you are familiar with its use. If not, explain that you are open to learning new software.

Example: “I am very comfortable using all types of screening software. In my last position, I used both HireRight and ClearStar for background checks. These two systems were effective in finding information about candidates’ pasts. I also understand that there are many other great screening tools out there. I would be willing to learn a new system if necessary.”

When conducting phone interviews, what is your interviewing style?

Interviewers may ask this question to learn more about your phone interviewing style. They want to know if you are friendly, professional and organized. When answering this question, try to be as honest as possible. Explain what your process is for conducting a phone interview and how it helps the candidate feel comfortable and confident during their call.

Example: “I am very friendly on the phone because I want candidates to feel at ease when they’re talking with me. I also make sure that my voice is loud enough so that they can hear me clearly. I’m always prepared for the call by having notes in front of me so I don’t forget anything important. This makes the candidate feel like I have everything under control.”

We want to increase the diversity of our employees. How would you go about finding qualified candidates from underrepresented groups?

Hiring managers may ask this question to see how you plan to help their company achieve diversity goals. In your answer, explain what steps you would take to ensure the hiring process is fair and equitable for all candidates.

Example: “I think it’s important that we have a diverse workforce because it allows us to better understand our customers. I would start by making sure my team was actively recruiting from underrepresented groups. For example, if we’re looking for software developers, I’d reach out to local coding schools and organizations that support women in technology. I’d also make sure that everyone on my team understands the importance of finding qualified candidates from underrepresented groups.”

Describe your experience interviewing candidates in-person.

Interviewing candidates in-person is a common practice for screening interviews. Employers ask this question to learn more about your interviewing experience and how you conduct yourself during the process. When answering, it can be helpful to describe what you did well and any challenges you faced while conducting an in-person interview.

Example: “In my previous role as a screener, I conducted in-person interviews with all applicants who passed our initial phone screen. This was challenging at times because there were many applicants we needed to interview each week. To make sure that I could give each applicant my full attention, I scheduled longer interviews so I could spend more time with each candidate. This helped me get to know them better and determine if they would be a good fit for the position.”

What makes you a good fit for this job?

Employers ask this question to learn more about your qualifications and how you feel they align with the job. Before your interview, make sure you read through the job description thoroughly so you can refer to specific requirements or skills listed in it when answering this question.

Example: “I am a hard worker who is always looking for ways to improve my performance. I have excellent attention to detail and communication skills that allow me to work well as part of a team. My ability to multitask and solve problems quickly makes me an ideal candidate for this role.”

Which job roles do you most want to fill?

This question helps the interviewer understand your career goals and how you see yourself fitting into their company. Your answer should include a few of the job roles that interest you most, but also explain why those positions are appealing to you.

Example: “I’m passionate about working in customer service because I enjoy helping people solve problems. In my last role, I helped customers with billing questions and technical issues, which was very rewarding for me. I also want to work as a recruiter because I love meeting new people and learning more about them. I find it fascinating to learn what makes someone tick and discover what they’re looking for in a job.”

What do you think is the most important part of the hiring process?

This question is a great way to see how the hiring manager views the screening process. It’s also an opportunity for you to show your knowledge of the role and what it entails. When answering this question, make sure you highlight the importance of the screening process and explain why it’s so important.

Example: “I think the most important part of the hiring process is making sure that we’re only bringing in qualified candidates. I know that there are many people who apply for jobs but don’t get hired, which can be discouraging. However, if they aren’t qualified or don’t have the right skills, then it makes sense that they wouldn’t get hired. In my experience, I’ve found that being thorough during the screening process helps ensure that we hire the best possible candidate.”

How often do you think a company should update their hiring policies and procedures?

Hiring policies and procedures are often subject to change as a company grows. An interviewer may ask this question to understand how you would respond to changes in the hiring process. Use your answer to show that you’re flexible and willing to adapt to new processes.

Example: “I think it’s important for companies to update their hiring policies and procedures every few years. As a company grows, its needs will likely change. For example, when I worked at my last job, we had a policy of not accepting applications from candidates who didn’t have a college degree. However, after several months, our HR manager decided to make an exception to this rule. We hired a candidate without a degree because they were able to demonstrate all of the other skills and qualifications we required.”

There is a lot of competition for qualified candidates in our industry. How would you stay ahead of the game?

Screeners are often tasked with finding the best candidates for a position. This can be challenging when there is a lot of competition in an industry, so employers want to know how you would stay ahead of the game and find the right people for their company.

Example: “I have found that it’s important to keep up-to-date on what other companies are doing. I subscribe to several job boards and newsletters to see who is hiring and what they’re looking for. I also attend networking events and conferences to meet new people and learn about new opportunities. By staying informed and active in my field, I am able to find qualified candidates before anyone else.”


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