Screener Templates You Can Start Using TodayHiring efficiently without sacrificing quality starts with smart screening. A good screener helps you quickly sort applicants, focus on the best fits, and reduce unconscious bias by asking consistent, role-focused questions. Below are practical screener templates you can adapt for different hiring stages and roles, plus tips for customizing, deploying, and measuring their effectiveness.
Why use screener templates?
- They save time by standardizing initial evaluation.
- They make comparisons fairer by asking every candidate the same core questions.
- They help uncover role-fit, motivation, and red flags early.
- They scale: you can use the same template across hiring managers and roles with small tweaks.
Screener template 1 — Quick phone screen (5–10 minutes)
Use this for high-volume roles or to quickly verify basic qualifications.
Script:
- Greeting and short intro: thank candidate and state purpose (30 sec).
- Confirm basic eligibility: location, work authorization, availability to start, salary expectations (1 min).
- Role fit: “Do you have experience with [key tool/skill]?” — ask for a brief example (2 min).
- Motivation: “Why are you interested in this role/company?” (1 min).
- Logistics: confirm interview availability and next steps (1 min).
- Close: thank candidate and timeline (30 sec).
Scoring (0–2 per item):
- Eligibility: 0 = no, 1 = partial, 2 = yes
- Role fit: 0 = none, 1 = some, 2 = strong
- Motivation: 0 = weak, 1 = adequate, 2 = strong
Screener template 2 — Skills checklist (email or form)
Best when you need objective confirmation of technical skills before interviews.
Include:
- Short instructions: how to complete, deadline, and contact.
- Multiple-choice or checkbox items for required skills (e.g., “Have you used React in production?” Yes/No).
- Short evidence fields (1–2 sentences) for each checked skill: “Example project or URL.”
- Optional: upload link to portfolio or code sample.
Scoring example:
- Required skill present = 1 point.
- Evidence provided = +1 point.
Set a pass threshold (e.g., ⁄8 points).
Screener template 3 — Behavioral screener (video or written)
Use to assess communication, culture fit, and problem-solving.
Questions (open-ended, 150–300 words or 90–120 sec video):
- Describe a challenge at work and how you solved it.
- Tell us about a time you received critical feedback. What changed?
- How do you prioritize tasks under tight deadlines?
- Describe a successful collaboration with a cross-functional team.
Evaluation rubric:
- Clarity of response: 0–3
- Specificity (concrete actions/results): 0–3
- Alignment with company values: 0–3
Screener template 4 — Role-specific technical challenge (take-home, 48–72 hours)
Use for mid/senior technical roles to evaluate real skills without interview pressure.
Guidelines:
- Keep it focused: 3–8 hours of work.
- Realistic but not company-critical IP.
- Provide clear acceptance criteria and grading rubric.
- Give example datasets or mocks to speed setup.
Example prompt for software engineer:
- Build a small API that performs X, supports Y input, and includes tests for core functionality. Provide a README with setup and design choices.
Scoring:
- Correctness: 0–5
- Code quality & tests: 0–5
- Design & scalability considerations: 0–3
- Documentation: 0–2
Screener template 5 — Cultural fit & values alignment (short form)
Helps ensure long-term retention and team cohesion.
Short statements, candidate selects level of agreement (Likert 1–5):
- “I prefer clearly defined processes over ad-hoc approaches.”
- “I enjoy mentoring junior teammates.”
- “I’m comfortable sharing candid feedback.”
Follow-up (optional): “Give a brief example when this statement applied to you.”
Scoring:
- Map responses to role/team needs (e.g., product ops may require high process preference).
How to customize templates quickly
- Replace [key tool/skill] and role-specific items with concrete tech, certifications, or domain knowledge.
- Shorten or lengthen based on seniority (junior = shorter, senior = deeper).
- Localize language and expectations for region/time zones.
- Convert to the medium your team prefers (email, form, ATS, video).
Deployment tips
- Integrate screeners into your ATS or use form tools (Google Forms, Typeform) to automate scoring.
- Keep screeners mobile-friendly — many candidates apply from phones.
- Communicate timelines clearly to candidates to reduce no-shows.
- Use anonymized screeners where possible to reduce bias (hide names, photos, school names).
Measuring screener effectiveness
Track:
- Time-to-hire for candidates who pass vs. fail screeners.
- Interview-to-offer ratio for screened candidates.
- Candidate experience scores (quick NPS-style survey).
Adjust questions and thresholds based on these metrics quarterly.
Common pitfalls to avoid
- Overlong screeners that deter applicants.
- Asking for exact same work product that reveals proprietary data.
- Missing acceptance criteria on take-homes.
- Ignoring accessibility (transcripts for video questions, screen-reader friendly forms).
Quick sample: Combined starter screener (copy-paste)
Use this 3-minute screener for most mid-level roles.
- Are you authorized to work in [country]? (Yes/No)
- Do you have X years of experience in [primary skill]? (0–2, 3–5, 6+)
- Short example: Describe one project where you used primary skill.
- Why are you interested in this role? (max 100 words)
- What’s your earliest start date?
- Please share a link to your portfolio or LinkedIn.
Scoring: Pass if (Q1 = Yes) AND (Q2 ≥ 3–5) AND (Q3 demonstrates relevant experience).
Using templates like these lets you screen faster, reduce bias, and keep interviews focused on the candidates most likely to succeed.
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