30 screening interview questions for the first round

Grouped by what each question tells you, with what a good answer should cover. Copy any of them, or tick three and turn them into a one-way interview.

By The AnswerReel team. Updated October 20, 2026.

How to use them

A first round needs three questions, not ten. A good mix is one from “why they want this job”, one about what they have done, and the practical checks that rule people in or out. Two minutes per answer keeps the whole interview to about ten minutes. Before adding more questions, check how many candidates finish the ones you have.

Decide what a good answer covers before you read any answers, and hold every candidate to the same list. That is what the “a good answer covers” lines below are for. They work the same in a phone screen, a one-way video interview or a printed interview scorecard.

Text in square brackets, like [location], is for you to fill in before you send the question.

Why they want this job

Shows what applicants understood from the job ad and why they applied.

What made you apply for this role?Whether they know what the job is and why it suits them.A good answer coversNames something specific about the role or the company, not only a need for work.Connects the role to something they have done or want to do next.
What do you think this job involves day to day?Whether their expectations match the real work.A good answer coversDescribes at least two real parts of the daily work.Mentions a part of the job that is hard or unglamorous.
Why are you leaving your current job, or why did your last one end?What they are moving away from.A good answer coversGives a clear reason in a sentence or two.Talks about what they want next rather than blaming others.
Where would you like to be in two years, and how does this role fit into that?What they want next, and how this role fits.A good answer coversDescribes a concrete next step.Explains how this role helps them get there.
What would make you turn down an offer from us?Deal-breakers you would otherwise find out about at offer stage.A good answer coversNames a specific condition, such as schedule, pay, commute or duties.

What they have actually done

Ask for real examples of what they did, not opinions about what they would do.

Tell me about the job you've had that's closest to this one. What did a normal week look like?How much of this job they have really done before.A good answer coversDescribes tasks they did themselves, not just the job title.Gives a sense of volume, such as how many orders, calls or customers.
Tell me about something at work you're proud of. What did you do, and what changed because of it?What they count as good work, and whether they can show results.A good answer coversDescribes their own part, not just the team's.Says what changed: a number, a result or someone's feedback.
Tell me about a time you had to learn a new system or tool quickly. How did you go about it?How they went about learning a new system, and how long it took.A good answer coversDescribes the steps they took to learn it.Says how long it took to be useful with it.
Tell me about a time you had more work than you could finish. What did you do?How they prioritize under pressure.A good answer coversExplains how they decided what came first.Says how it turned out, including what didn't get done.
Describe a mistake you made at work and what you did next.How they describe a mistake, and what they did afterwards.A good answer coversOwns the mistake plainly.Describes what they did to fix it or stop it happening again.
What software or tools do you use every day in your current job?A quick read on tool familiarity, without a test.What to checkCheck for the tools this role uses daily, or close equivalents.
Tell me about a process you improved at work, even a small one.A change they made on their own, and what it led to.A good answer coversDescribes what was wrong before and what they changed.Gives the result of the change.

How they work with people

For any role with customers, clients or a team. Listen for what they did, not what they believe.

Tell me about a time you dealt with an upset customer. What did you do?How they handle pressure from the people they serve.A good answer coversWalks through one complaint from start to finish.Says how it ended for the customer.
Tell me about a disagreement with a coworker or manager. How was it resolved?How they handled a disagreement, and how it ended.A good answer coversDescribes the disagreement and their own part in it.Explains how it was resolved.
Tell me about a time you had to explain something complicated to someone without your background.Whether they adjust to their audience.A good answer coversSays how they changed the explanation for that person.Says how they checked it was understood.
Tell me about a time you helped a new team member get up to speed.Whether they share what they know.A good answer coversDescribes specific things they did to help.Says how the new person got on.
When you can't solve a customer's problem right away, how do you keep them informed? Give an example.Follow-through when the answer isn't quick.A good answer coversDescribes what they tell the customer and when.Uses a real example rather than a general rule.
Tell me about a time you had to say no to a customer or colleague. How did you handle it?How they said no, and how the other person took it.A good answer coversExplains why the answer had to be no.Describes how they kept the relationship working afterwards.

How they think on their feet

Useful for supervisors, solo roles and anyone who works without someone checking every step.

Tell me about a problem at work you solved without being asked to.A problem they took on without being asked, and how they decided to act.A good answer coversSays how they noticed the problem.Explains what they did and what happened.
Describe a time you had to make a decision without all the information you wanted. What did you do?How they handle uncertainty.A good answer coversExplains how they weighed what they did know.Says how the decision turned out.
If your manager were away during your first week here, what would you do?What they would do first with no one to ask.A good answer coversNames concrete things they would do.Says who they would ask, or how they would find answers.
Tell me about a time a plan changed at the last minute. How did you adapt?What they changed when the plan did.A good answer coversDescribes what they changed in their own work.Says how it turned out.
Tell me about a rule or procedure you followed even though it was inconvenient. Why did you follow it?How they treat a rule that slows them down. Useful where safety or compliance matters.A good answer coversExplains why the rule mattered.Describes what they actually did.

Whether the practical details work

Short factual questions. They aren't scored; the answers go straight into the summary so you can check them at a glance.

When could you start?Whether their timing matches yours.What to checkCheck the date against when you need someone.
Which days and hours are you available to work?Shift fit, before anyone spends time on an interview.What to checkCheck against the shifts the role needs.
Are you legally allowed to work in this country? Will you need visa sponsorship now or in the future?A hard requirement for most roles.What to checkCheck for a clear yes or no to each part.
Do you hold [the license or certificate this role requires]? When does it expire?Whether a required credential is current.What to checkCheck the credential name and expiry date. Ask for a copy with a file question if you need one.
This role is based at [location]. Is that commute workable for you?Whether the commute works for them.What to checkCheck for a clear yes, or what would make it work.
What pay range are you looking for?Whether expectations fit your budget. Ask about expectations only; many places ban asking about past pay.What to checkCheck against the range for the role.
This role requires [an essential requirement, such as lifting 25 kg or working weekends]. Can you meet that, with or without a reasonable accommodation?Fit with a real job requirement, asked in a way that doesn't probe health.What to checkCheck for a yes, or a note to discuss accommodation.

Questions to leave out

Some questions are illegal to ask in many places, and the rest invite answers you can't use. Leave out anything about age, marriage or children, pregnancy, health or disability, religion, nationality or ethnic origin, sexual orientation, union membership, and past pay. Ask whether someone can meet a real requirement of the job, like the last question above, instead of asking about their health.

If you use AI to score the answers, some places also expect you to tell candidates first. Our AI hiring laws summary covers New York City, Illinois, Colorado, Connecticut, California and the EU. For the rest of the first round, see our candidate screening process.

Send these questions as a one-way interview

Pick three questions above, or build a scorecard first. The free plan covers 10 answers a month, with AI scoring and follow-ups included.

Start free