The filter questionnaires are key in the first stage of the selection process, since they facilitate the effective screening of candidates and the collection of valuable information from the outset. These questionnaires can contain both open-ended and closed-ended questions. Here's how to implement them effectively.
This article addresses the following topics:
- What are Filter Questions?
- How to set up excludable closed questions
- How to write optimal questions
- Examples of filter questions
- Advantages of using filter questions
What are Filter Questions?
Filter questionnaires, or Killer QuestionsThe application form is applied during the application process with two main objectives: to collect specific information from candidates and to screen out from the beginning those who do not meet the minimum requirements for the position.
There are two types of filter questions:
1. Open-ended questions:
- Are those questions in which the candidate must develop a response. For example: "Describe your greatest professional accomplishment", Tell us about a significant challenge you faced in your last job", etc.
2. Closed questions:
- Are those questions in which the candidate must choose a specific answer. For example: "How many years of experience do you have leading teams?" (Options: No experience / 1-2 years / 3-4 years / More than 5 years).
- These types of questions are very useful for automatically rule out candidates who do not meet specific criteria. In the following section: "How to set up excludable closed-ended questions."we show you how to use them.
How to set up excludable closed questions
To set up a questionnaire with closed questions that automatically filters candidates from the first stage, follow these steps:
1️⃣ Go to the description of your offer, scroll down to the section "Questionnaire with filter questions" and click on Include questions:
2️⃣ Choose the type of question "closed" and formulates the question with its answer options:
3️⃣ Set the desired answers as exclusive by selecting "Exclusive." from the drop-down menu Weight (mandatory)), as shown in the following example:
4️⃣ For non-exclusive answers, assigns a value to each one according to its relevance for the position. This will allow candidates to obtain a final score based on their answers:
5️⃣ Save the question by clicking on Include:
When setting up filter questions with excludable answers, the intelligent system of the selective process automatically evaluates the responses at the initial stage of "Enrolled"The following image illustrates how the candidates are selected, advancing or discarding candidates according to their answers:
How to write optimal questions
Each selection process has specific requirements, and the selection process is Killer Questions should be oriented to them. Here are some recommendations:
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Clarity and precision: Screening questions should be clear and precise. Avoid using ambiguous terms or confusing jargon, making sure that each question is easy to understand.
- Order matters: Reserve the more complex questions for the final stages of the process, such as interviews. Screening questions are used to determine whether candidates meet the minimum requirements, facilitating an effective first selection.
- Moderation in quantity: Limit the number of screening questions so as not to overburden candidates and unnecessarily lengthen the application process.
Examples of filter questions
If you need inspiration to create your filter questions, here are some examples:
Closed questions:
- Do you have more than X years of experience in a similar position?
- Do you know how to use Excel?
- Have you led teams?
- Do you speak English?
Open-ended questions:
- Why are you interested in this job?
- What is your salary expectation?
- Where do you see yourself in 5 years?
- What has been your greatest professional achievement?
Advantages of using filter questions
Ruling out candidates The most unsuitable candidates for the vacancy in the early stages of the process.
Automate the first filtering and free recruiters from work. They can then focus on the candidates that best fit the required profile.
Receive valuable information from enrolleeswith which you can rank candidates based on suitability.