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Recruiter Screening Template V2

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35 views

Recruiter Screening Template V2

Uploaded by

Grey Light
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
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RECRUITER SCREENING

GENERAL INFORMATION
First Name: Last Name: MI:

Position sought: Date of Interview:

Phone Number Called: Name of Recruiter:

Name of Hiring Manager:

SCREENING QUESTIONS
These are general questions to gauge a job seeker’s fit in the organization. Explain how the phone interview and the
selection process works. Give the job seeker a quick overview of the job and your organization.
Let the job seeker know that you are typing notes while he or she is talking and that you are listening. Be consistent
and fair with all job seekers. Do not show favoritism or discrimination. Do not help job seekers answer questions or
‘push them along’ in any way. Listen intently and type in what the job seeker said as well as you can.
Before you begin, ask the job seeker if he or she has any questions about the position or the selection process.

Why are you currently searching for a new job?

What do you think you can contribute to this job that no one else can?

Is the salary range within your acceptable range? What is your salary expectation?

Do you have any specific schedule requirements? (Or ask if the job seeker can work the prescribed hours.)

Where are you currently located?

Are you able to relocate (if applicable)/ work on a hybrid mode?

Why do people like to work with you?

What are some things that you value in an employer?


What would your previous co-workers say about you?

What would your last employer say about you if we were to ask about you?

What do you see yourself doing in five years?

Are you able to work legally in the United States? (If applicable)

POSITION DESCRIPTION – MINIMUM QUALIFICATIONS


You’ll need to ask questions to find out if the job seeker has the minimum qualifications for the job. Use the job
description, the open position job posting, and any preferred skills to ask questions to find out if the job seeker has
the skills, education, experience, and willingness to perform the basic duties of the job.

 Type a question here around one of the minimum qualifications...


type the job seeker's answer here...

 Type a question here around one of the minimum qualifications...


type the job seeker's answer here...

 Type a question here around one of the minimum qualifications...


type the job seeker's answer here...

 Type a question here around one of the minimum qualifications...


type the job seeker's answer here...

 Type a question here around one of the minimum qualifications...


type the job seeker's answer here...

 Type a question here around one of the minimum qualifications...


type the job seeker's answer here...

RECRUITER ASSESSMENT

SCORING

Candidate evaluation forms are to be completed by the interviewer to rank the candidate's overall qualifications for
the position to which he or she has applied. Under each heading, the interviewer should give the candidate a
numerical rating and write specific job-related comments in the space provided. The numerical rating system is
based on the following:

5 - Exceptional 4 - Above Average 3 - Average 2 - Below Average 1 - Unsatisfactory

Areas of Assessment Rating

1. Educational Background: Does the candidate have the appropriate educational qualifications or
training for this position?

Comments:

2. Prior Work Experience: Has the candidate acquired similar skills or qualifications through past
work experience?

Comments:

3. Technical Qualifications/Experience: Does the candidate have the technical skills necessary for
this position?

Comments:

4. Verbal Communication: Did the candidate demonstrate effective communication skills during
the interview?

Comments:

5. Role Play: Whenever applicable to the position, we encourage role plays or work samples. Did
you perform a role play and did the candidate exhibit a mastery of the setting and subject? Were
they organized and thorough in their thought process?

Comments:

6. Continuous Improvement: Did the candidate exhibit a commitment to continuous improvement


and was the candidate able to give examples of positive change he or she effected in prior roles?

Comments:

7. EQ: Did the candidate demonstrate, through his or her answers, good teambuilding/interpersonal
skills? Did the candidate demonstrate respect for former colleagues and our staff, as well as
decency and integrity?

Comments:

8. Time Management / Urgency: Did the candidate demonstrate, through his or her answers, good
time management skills and a sense of urgency (eg., adapt our Sunset Policy)?

Comments:

9. Customer Focus: Did the candidate demonstrate, through his or her answers, a customer-first
focus and deep belief in execution over discussion?

Comments:

10. Fiscally Conservative Mindset: Did the candidate demonstrate, through his or her answers, a
decision-making approach based on data-driven analysis and a bias towards fiscal conservatism?

Comments:

11. Candidate Enthusiasm: Did the candidate show enthusiasm for the position and the company?
Did the candidate show evidence of having researched the company prior to the interview?

Comments:

Overall Impression and Recommendation: Final comments and recommendations for proceeding Total
with the candidate.
(out of 55)
Comments:

NEXT STEPS
Thank the job seeker for his/her time. Let him or her know when the decision will be made to move to the
interviewing process. Do not decide now or tell the job seeker that he or she will be hired of that he or she will be
moving to the next phase in the selection process.
Ask the job seeker if he or she has any questions from you about the position or the selection process. Answer the
questions to the best of your ability without giving too much information about job seeker’s results.
At this point in the selection process, you just need to find out if the job seeker is qualified and if he or she will be a
good fit for the culture of the organization.

Check one:

Continue to interview | Not qualified | Job seeker withdrew application | Other


Explain any ‘other’ comments:
Interview availability – Pretty wide open during the week for interviews.

Keep this file on record according to your company policy or state laws. Do not discard until appropriate.

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