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How to Use Pre-Screening Questions to Identify Top Talent

Posted by Erin Borgerson on January 21, 2015


No one wants to sit at their desk and go through stacks of resumes for open positions, especially a busy franchise owner. Unfortunately, most franchise owners’ hiring process follows that procedure. You have set skills and qualifications candidates need to have to be considered for the position but in order to find the right candidate you have to go through an endless pile of resumes taking up a lot of time and energy!

Pre-screening questions are a great franchise hiring tool that can be used in the early stages of the hiring process. According to Ere.net, 43 percent of people misrepresent themselves on their resume. Pre-screening questions allow you to measure the interest and eagerness of a candidate and find a bit more about their skills and background saving franchise owners a lot of time in the long run.

Here are a few ways to use pre-screening questions to help identify top talent:

  • Qualifications into Questions

o   To quickly determine if a candidate has the necessary qualifications for the job, incorporate the list of qualifications into a series of yes or no questions within the application. For example, “Do you have a four-year college degree?” This allows you to clearly see which qualifications the candidate has while also identifying where they may fall short.

  • Get to Know Them

o   Asking personality questions during the first stage of the hiring process can give you a better idea of who the candidate is and if they will be a good fit within the business. A question could be something along the lines of “Are you able to work in an environment where conflict may arise?” This allows for you to have a glimpse of the type of candidate that you may potentially be interviewing.

  • Prepare for Next Steps

o   Pre-screening questions can be used to set expectations for the candidate at the beginning of the application process. These questions should focus on pre-employment skills testing, drug screenings and formal background checks. These questions will prepare the candidates for the next steps of the hiring process. You will be able to determine whether or not the candidate is willing to participate in pre-employment tests.

  • Evaluate the Results

o   Once the pre-screening questions have been completed by the candidate you will be able to clearly and fairly identify which candidates meet your basic requirements. You will be able to quickly swift through the candidate’s answers and eliminate the candidates who you do not want to continue on in the hiring process.


By utilizing pre-screening interview questions you are able to set the bar for what you want when searching for a candidate. Pre-screening questions will save you time and energy that can be used towards running your business. To learn more about how to incorporate pre-screening questions into your franchise hiring system, visit http://www.hireology.com/ today.

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Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.