Prescreen Interviews: Your Complete Guide to Preliminary Interview Questions

Before inviting someone for a full-length, in-depth interview, many companies start with a pre-screen interview. You might see it called a “preliminary interview,” a “pre screening interview,” or a “prescreen interview.” Though the names differ, they all mean the same thing: a short conversation to learn about the candidate before spending more time on a longer interview.

These pre-screen interviews can happen by phone, video call, or AI-driven platforms. They help you figure out if a candidate meets the basic job requirements and company needs. They also help you discover the candidate’s communication skills, motivation, and overall fit—without committing to a full interview process.

In this article, we’ll look at how pre-screening interviews work, why they’re important, and how to craft strong prescreen interview questions. We’ll also share sample screening questions for different roles (including UX interview questions), plus tips to make the whole process easier. By the end, you’ll know exactly what a pre-screen interview is, how to handle preliminary interview questions, and how to improve your entire hiring pipeline.

What Is a Pre-Screen Interview?

A pre-screen interview (also called a “preliminary interview” or “pre screening interview”) is a quick, initial assessment of a job seeker. It usually happens before a full-length interview. This step can be as short as 10 minutes or as long as 30 minutes, depending on the role and the medium (phone, video, or AI chat).

During a pre-screen interview, a recruiter or hiring manager asks a few key questions—often referred to as “pre interview questions.” They look for top-level information about the candidate’s background, interest in the job, and cultural fit. If everything sounds promising, the candidate may be invited to the next round. If not, both sides save time by ending the process early.

Employers tend to value pre-screen interviews because they can eliminate unqualified applicants before more time-consuming interviews happen. Candidates generally appreciate them too, because they get a chance to learn more about the position without scheduling a longer conversation.

Why Pre-Screen Interviews Matter

Taking the time to do screening interviews can give you several benefits:

• Time Savings: Quickly figure out if a candidate meets basic requirements and shows potential for a full interview.
• Better Candidate Experience: Because the pre-screen is short and straightforward, most applicants find it easy and low-pressure.
• Early Cultural Fit Insights: Hearing how a person answers screening questions can tell you if they align with your company’s values.
• Streamlined Hiring Pipeline: Focus final interviews on the top candidates rather than everyone who applies.

Pre-Screen Interview Formats

Prelim interviews can happen in various ways, each with pros and cons:

• Phone Calls: Traditional phone screens let you hear a candidate’s voice and gauge initial communication skills. They’re easy to schedule but have no visual cues.
• Video Calls: Adds a face-to-face element. Candidates can show body language, recruiters can build rapport, but they still require calendars to align.
• AI-Driven Interviews: Tools like Goodfit use AI to guide candidates through “pre interview questions” in a live, two-way conversation. There’s no need to schedule a call because the candidate can start whenever they’re ready.
• Pre-Recorded One-Way Videos: Candidates record their answers to set prompts. This avoids scheduling hassles but lacks the spontaneity of a back-and-forth conversation.

Each format has pros and cons. For instance, phone and one-way videos are simple and can be done anytime, but you might miss real-time follow-up questions. With a two-way AI conversation, you can get deeper insights while still saving time on scheduling.

Questions to Ask During a Screening Interview

Pre-screen interview questions tend to focus on basic topics like a candidate’s experience, job expectations, and general fit. Below are common types of questions you might ask:

• Role-Specific Background: “Can you briefly describe your experience with [Key Skill]?”
• Career Goals: “What kind of role do you see yourself in a year or two from now?”
• Availability & Logistics: “When could you start if hired, and are you available for full-time hours?”
• Motivation & Interest: “What attracted you to this position and our company?”
• Salary Expectations (if appropriate): “Are you comfortable sharing your salary range expectations?”

Keep these screener interview questions short and open-ended, so you can see if the candidate’s basic qualities line up with your job requirements.

Sample Screening Questions for Different Roles

Below is a table outlining some “sample screening questions” for a variety of roles. We’ll include “UX interview questions” here, since that’s often a sought-after category. These questions can be adapted to your unique setting, but they should give you a general starting point.

These questions reflect the kind of basic info you need at the early stage. They’re not as deep as you’d get in a full-length interview, but they can help confirm you’re speaking with a suitable candidate.

How Do You Run a Pre-Screen Interview?

Whether it’s by phone, video call, or AI chat, here’s a quick process to follow:

• Review the Resume: Before the call or chat, skim the candidate’s resume or application. Note any immediate questions or red flags you see.
• Introduce Yourself and the Company: Start with a brief welcome. Explain who you are and what your company does.
• Ask Core Questions: Aim for 3–5 prescreen interview questions focused on experience, availability, and interest in the role.
• Listen for Clarity and Enthusiasm: Are they excited about the role or just looking for any job? Do they give clear, thoughtful answers?
• Answer Candidate Questions: Invite them to ask about the company culture, role responsibilities, or growth opportunities.
• Explain Next Steps: If they’re a fit, tell them about the next interview or any assignments. If not, let them know you’ll follow up with a decision soon.

The entire conversation typically lasts 10–30 minutes. The goal is to confirm if a candidate should move forward or not, saving everyone time in the process.

What Is a Pre Screen Interview for AI Platforms?

An AI-driven pre screen interview is like a hybrid of phone screening and video conferencing, but with the scheduling hassles removed. For example, Goodfit offers an “Interview Now” button on your job listing. Instead of sending an email to schedule a call, the candidate can start their prescreen interview the moment they apply.

The AI asks preliminary interview questions or screening questions, listens for specific keywords or relevant details, and follows up with more questions when needed. By the time the recruiter sees the candidate’s responses, the top-level screening is already done. This approach:

• Reduces Waiting Times: Candidates don’t need to wait days for an available interview slot.
• Gives Real-Time Insight: The AI can adapt questions on the spot, which is more “alive” than one-way recordings.
• Captures Notes Automatically: You’ll have a record of each response, saving you from manual note-taking.

Questions to Ask During a Screening Interview: Best Practices

When picking or writing screener interview questions, keep these tips in mind:

• Stay Job-Focused: Don’t overload the candidate with personal or overly broad questions. Keep it professional and role-relevant.
• Use Open-Ended Prompts: “Tell me about a challenge you solved” yields deeper insights than “Are you good at solving problems?”
• Avoid Overly Complex Queries: Save detailed technical or scenario-based questions for the main interview. Pre-screen interviews should be short and sweet.
• Consider the Candidate’s Comfort: They may be nervous, so set a friendly tone and encourage honest answers.

This approach keeps your process fair and your data accurate. You’ll learn if the candidate is qualified and aligned with the role, and the candidate will feel respected and heard.

Common Pitfalls in Pre Screen Interviews

Even though prescreen interviews can be a big time-saver, there are a few pitfalls to watch out for:

• Asking Irrelevant Questions: If you go off on tangents, you waste time and get unhelpful info.
• Making It Too Long: A pre-screen should not feel like a full interview. Keep it short.
• Failing to Take Notes: If you don’t record key points, you might forget what was said. An AI solution can solve this problem by logging responses.
• Ignoring Candidate Experience: A clumsy or unprofessional screening can leave candidates with a bad impression of your company.

How Pre-Screen Interviews Fit into Your Hiring Funnel

Screening interviews come after resume review and before the main round. Think of them as a filter that catches unqualified or uninterested applicants so you can spend more time on serious contenders.

Here’s a simple workflow:

1. Review Applications: Use an Applicant Tracking System (ATS) or AI-based resume screener to identify promising resumes.
2. Pre-Screen Interview: Conduct short calls or AI-driven interviews to confirm basic fit.
3. Main Interview Rounds: Invite top candidates for longer, more detailed discussions.
4. Final Interview/Offer: Make your final selection based on deeper interviews, possibly including assessments or case studies.

Following this process ensures that you focus your time on the best applicants while still giving others a fair shake.

How Goodfit Simplifies Pre-Screen Interviews

While phone calls and video chats can work for pre-screening, Goodfit takes a unique approach: letting candidates start their interviews the moment they click “Apply.”

• Instant Start: No scheduling needed. Candidates jump in and answer preliminary interview questions as soon as they’re ready.
• Live, Two-Way Conversation: The AI can adapt questions based on what the candidate says, so it feels more natural than a rigid, one-way video.
• Auto-Generated Notes: Goodfit saves and summarizes key points from each screener interview, so you can quickly spot top contenders.

This approach removes hours of email exchanges and phone tag, making your entire hiring pipeline more efficient.

Handling Specialized Roles (e.g., UX Interview Questions)

Not every job requires the same pre-screen approach. For specialized positions like UX design, you might need role-specific “pre interview questions.” For example:

• Design Methodology: “Walk me through your design process from idea to testing.”
• User Research: “How do you gather user feedback and apply it in your designs?”

Still, pre-screen interviews for UX roles or any other specialized positions shouldn’t dive too deeply into design theory or coding. Save detailed technical or portfolio reviews for later interviews. The main goal in a prescreen interview is to confirm they have the foundational skills, interest, and availability.

How to Evaluate Answers

When you review a candidate’s responses, look for signs of:

• Clarity: Do they communicate clearly and stay on-topic?
• Basic Skills Alignment: If you’re hiring a UX Designer, do they have at least some portfolio experience or relevant background?
• Cultural Fit: Do their values line up with your organization’s environment?
• Interest & Enthusiasm: Are they genuinely excited about the role, or just going through the motions?

If someone’s responses match up with your job requirements, they might be a good candidate for the next round. If not, you can make a quick decision without spending time on an hour-long full interview.

Common Pre-Screen Interview FAQs

Q: What is a pre-screen interview, really?
A: It’s a short, first-stage conversation—often 10–30 minutes—used to check if a job seeker meets basic role requirements. It can happen by phone, video, or AI.

Q: How many preliminary interview questions should I ask?
A: Aim for 3–5 key questions. This keeps the chat short and sweet, but still gives you enough info to decide if the person should move forward.

Q: Are screening questions different from full interview questions?
A: Yes. Screening questions are more general and focus on broad skills or availability. Full interview questions go deeper into problem-solving, culture fit, and detailed experience.

Q: Can I handle pre screen interviews without scheduling?
A: Absolutely. With AI tools like Goodfit, candidates can do the pre-screen interview on their own time. You just log in later to watch or read the notes.

Q: Do you have advice on UX interview questions for pre-screening?
A: Keep them simple—like “How do you get user feedback?” or “Which design tools do you prefer?” Save the deeper portfolio reviews for the main interview.

Q: Should I ask about salary in a screening interview?
A: It depends on your company culture and local rules. Some recruiters prefer to wait until later stages, while others like to address salary early to avoid misalignment.