I screen your candidates. With your questions.
The same seven questions, for everyone, week after week. Set them up once, and from then on I ask them.
The first two weeks are free. By then you'll know.
Sound familiar?
Pre-selection is homework, not work
In technical roles, most people drop out over something two questions would have told you.
“Four interviews booked in. Two had no VCA. I could have asked that up front.”
Work planner, installation company
“He lived an hour and a half away. Fine engineer, but he was never going to keep it up.”
Site manager, maintenance department
“Call-out duty is a deal breaker here. I always ask about it too late.”
Team leader, service and maintenance
- Service engineers
- Electrical engineering
- Work planners
- VCA
- NEN 3140
The question list
What I ask an engineer
I don't make them up. You set them per vacancy, I put them to people.
Hard requirements
- Qualification and level
- VCA, NEN 3140, forklift
- Driving licence and own transport
Practical fit
- Travel time to the working area
- Hours per week
- Call-out or weekend duty
Timing
- Current employer
- Notice period
- Any interview running elsewhere?
Examples. For a childcare worker it says something else entirely. More questions per role.
The difference
A form accepts anything
I don't. When an answer is vague I keep asking until there's something usable.
- 'Quite a bit of experience' becomes: how many years, and in what
- 'Somewhere nearby' becomes: postcode and travel time
- 'Can start soon' becomes: notice period and date
- Can't I work it out? Then I note that honestly
A requirement that's really a wish costs you engineers.
Set as a hard requirement only what really is hard. The rest you weigh up yourself, with the conversation in front of you.
5 min
and your whole question list is answered, before you ring anyone
Filtering fairly
A dash, not a bin
Automatic screening can land harshly. That's why I do it like this.
Knock-out questions do what you set
I check your requirements. I add nothing of my own and I weigh nothing you didn't mention.Doubt goes to you
If someone is just outside it, I put them in with a dash next to the point that doesn't sit right.I don't decide who you hire
The whole conversation can be read back. You can always overrule me.Too strict costs you good people
This is how you decide what is a hard requirement and what is a wish.
What you get back
AI candidate screening in plain language
No score nobody can do anything with. A readable summary per candidate.
- A match percentage, so you know where to start
- Ticks for what checks out, dashes for what needs a look
- The whole conversation, with timestamps
- A comment field where you tag a colleague
- 20Voicemails a week a recruiter no longer has to leave.
- 80%More chance of getting hold of someone if you make contact within 5 minutes.
- 20% → 80%That's how many more applicants were reached after I took over the first contact.Client case Produlab Pharma.
Questions
What recruiters ask me about screening
Shall I screen your next candidates for you?
The first two weeks are free. By then you'll know.
Rather ask something first?Not there yet? Read what I do first.What does it cost?
More to read
- Recruitment chatbotHow the conversation around it runs, and what I don't decide.
- Following up applicants automaticallyScreening is worth little if you're too late.
- My candidate overviewWhere the summaries and the conversations land.
- What is pre-screening?The explanation, including how it differs from an assessment.
- Qualifying candidates automaticallyFrom answers to a usable shortlist.
- AI in recruitment and the GDPRWhat to watch for when a conversation runs automatically.