Questionnaire Interview: 43 Types of Questions to Ask & Benefits of Using One

Pre-interview questionnaires help streamline the hiring process by gathering critical candidate information—such as job preferences, goals, motivators, and cultural fit—before the interview. Aligning candidates with the company’s mission, values, and goals is essential for long-term success. These questionnaires also help assess how well a candidate fits within the company’s culture, ensuring that new hires share the organization’s core principles and workplace environment. This allows HR managers to identify qualified candidates early, reduce time-to-hire, and lower turnover by ensuring better alignment. They also offer structured data, improve interview focus, and help document responses for future reference and decision-making.

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Interviewing for a new position can be a time-consuming task for human resources managers and the hiring manager, who is often directly involved in the interview process and decision-making. Using nearly 85,000 interview reviews to come to a conclusion, employment resource Glassdoor reports that the average length of the hiring process, globally, is over 20 days. In some cities and industries, this can be much longer. For example, in New York, the average interview process can take more than 33 days, and for government positions, the process can take nearly 55 days. So, how can recruiters shorten this process in order to fill a position with the right person quickly? Pre-interview questionnaires help companies hire people who are genuinely interested in the position and well-suited for the role, improving the chances of finding the best fit. Ensuring that candidates are completing the pre-interview questionnaire thoroughly is crucial for an efficient and effective hiring process. The answer is a pre-interview questionnaire. In this blog, we’ll look at how they work and the types of questions to ask on an interview questionnaire.

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What is a Pre-Interview Questionnaire?

Weeding out candidates who aren’t a good fit for a position can be difficult. So, a pre-interview questionnaire asks employee candidates a series of questions that allow companies to learn more about them before the actual in-person (or virtual) interview. Each interview question is designed to reveal specific aspects of the candidate’s fit and motivation for the role. It asks them to provide information about their job preferences, career goals, preferred management style, key motivators, and more. It is important to ensure that respondents understand the questions clearly so that the information collected is accurate and useful for decision-making. This information helps human resource managers decide if the candidate is a good fit for the open position within the organization and helps identify the perfect candidate for the position. Candidates who demonstrate knowledge of the company’s mission, values, or unique culture in their answers can further strengthen their application. Expressing why they want this job, including their motivation and alignment with the company’s goals, can set them apart from other applicants. Additionally, pre-interview questionnaires can reduce turnover by improving the match between candidates and positions, increasing retention rates. Interview questionnaires can also be used during face-to-face interviews to guide the conversation and gain deeper insights from candidates.

Usually, this questionnaire is given only to candidates who are selected for an interview. However, as with other survey questionnaires that use standardized questions and response options to ensure clarity and comparability, it is sometimes used as a quick “first cut” assessment tool to screen out a few candidates from the original interview pool.

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Pros and Cons of Using a Pre-Interview Questionnaire in the Hiring Process

There are a number of advantages and some disadvantages when it comes to using a pre-interview questionnaire. Here’s a look at the top three pros and cons of using them.

One disadvantage is that response rates can impact the effectiveness of pre-interview questionnaires, especially if high-demand candidates decline to participate. Response rates can vary from 1% to 95% depending on the type of survey. Low response rates may result in less reliable or representative data, which can affect the overall success of the hiring process.

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When it comes to documentation, it is important to verify that all questionnaires are completed before moving forward in the hiring process. Ensuring that each response is fully completed helps maintain accurate records and supports better decision-making. Reviewing a candidate’s track record through their questionnaire responses can also provide valuable evidence of their previous achievements and suitability for the role. Additionally, collecting feedback from both candidates and hiring teams about the questionnaire process can provide valuable insights to refine and improve future pre-interview questionnaires. Pre-interview questionnaires can also help assess a candidate’s work ethic by asking for specific examples that demonstrate responsibility, dedication, and commitment.

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Benefits of a Pre-Interview Questionnaire

• It can save a lot of time since the candidates answer questions without the HR manager or hiring professional having to be present. Pre-interview questionnaires help collect information efficiently from multiple candidates, allowing for quick comparison and screening. Compared to a phone interview, questionnaires can streamline information gathering by standardizing responses and reducing scheduling conflicts. It can also reduce the number of interviews that need to be conducted by screening out some candidates right away. Learn more about screening questions.
• It provides documentation since answers from candidates are written and/or typed and recorded. Responses can be referred to later if necessary. For example, if a candidate is hired but doesn’t seem able, their pre-interview questionnaire can be brought up and used to compare their stated experience to their performance.
• They are completely customizable, requiring candidates to provide additional information and gather additional details that may not be readily available on their resume or portfolio. This is especially true when deciding if a candidate is a fit for a particular work culture. For instance, you can ask about volunteer work to highlight skills and qualities gained outside of formal employment, which can be valuable for assessing personal development and relevant experience.

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Challenges with Pre-Interview Questionnaires

• Some candidates, especially those in high demand, may not have the time or may decline the questionnaire, or may not complete it fully, resulting in missing information and incomplete responses. This can create a challenging situation for recruiters, who must manage the stress of filling positions quickly while ensuring quality hires.
• Candidates may attempt to “guess” what answers you want to hear to be considered, even if they don’t mean it. This can affect the quality and accuracy of the response, as well as the reliability of the data collected. Questions regarding salary history can be particularly sensitive, as legal restrictions may apply and candidates may feel uncomfortable or provide inaccurate information.
• An organization’s employees may spread the word to candidates on what might be considered “good answers,” which skews answers and results. Additionally, questions related to managing an underperforming employee can reveal a candidate’s problem-solving and leadership approach.

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Types of Common Job Interview Questions to Ask on a Pre-Interview Questionnaire

Before creating your pre-interview questionnaire, it’s important to consider including common interview questions. These questions help candidates prepare for typical inquiries and allow employers to assess how well applicants might perform in the actual interview. Incorporating common interview questions in your pre-interview process can improve interview performance and increase the chances of finding the right fit.

So you’re ready to create your pre-interview questionnaire. Where to begin? Well, there is no standard format for pre-interview questionnaires. Most organizations focus on identifying information about the candidate that is generally not in their resume or that is usually not discussed during interviews because of time limitations. However, some organizations also include some actual interview questions in order to reduce the time required for formal interviews. Employers may ask candidates about their future career aspirations to see if their goals align with the company’s direction. You can also ask how the candidate’s role contributes to team or company objectives to better understand their impact. A standardized questionnaire is needed to ensure meaningful results in a survey, as it helps maintain consistency and comparability across responses. Various methods, such as surveys, interviews, and focus groups, can be used to collect information during the hiring process.

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When designing your questionnaire, pay close attention to the construction of your survey questions to ensure they are clear, valid, and reliable. Well-designed survey questions help improve the accuracy and comparability of your data.

Some types of questions you may want to consider asking on your pre-interview questionnaire include the following. For management roles, consider including questions about managing direct reports to gain insight into the candidate’s leadership style and organizational skills. Here are some examples of effective questions you might include, depending on the position you’re hiring for. When discussing professional experience, encourage candidates to talk about their recent position and how it prepared them for the new role. You can also use ranked or scaled questions with standardized response options to ensure comparability, along with your open-ended questions (read more in our free survey guide). Surveys allow you to ask every user the same questions in a structured manner. A response scale provides a standardized way of answering questions and makes it easier to analyze responses, ensuring that the data collected is both reliable and actionable. Additionally, follow-up questions can be valuable for gaining deeper insights from candidates, allowing you to better understand their experiences and perspectives.

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Company Culture and Career Paths: Assessing Alignment and Aspirations

When preparing for a job interview, it’s important to recognize that hiring managers are not only interested in your technical skills and relevant experiences—they’re also evaluating how well you’ll fit into the company culture and whether your career goals align with the organization’s available career paths. Many common job interview questions are designed to uncover your values, work style, and aspirations, helping both you and the employer determine if this is the right job for you.

During the interview process, hiring managers may ask questions such as, “How would you describe your ideal work environment?” or “What do you value most in a company’s culture?” These questions allow you to demonstrate self-awareness and provide examples of how you’ve thrived in similar environments in your previous roles. Sharing specific examples of how your communication skills, organizational skills, and ability to collaborate as a team member have contributed to a positive workplace can set you apart as a great candidate.

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In addition to cultural fit, companies are interested in your long-term career goals and how they align with the career paths they offer. Be prepared to discuss how the position fits into your overall career path, what you hope to achieve in your next job, and how your relevant skills can contribute to the company’s success. For example, you might explain how your leadership skills or technical skills have prepared you for a managerial role or how you’re seeking opportunities for career growth within the company.

To provide a great answer to questions about company culture and career aspirations, research the company’s values and mission statement ahead of time. Reflect on your own experiences and be ready to provide relevant examples that show your alignment with the company’s culture and your enthusiasm for the role. This approach not only demonstrates your interest in the job but also reassures hiring managers that you’re likely to be a strong cultural fit and a valuable long-term addition to the team.

By thoughtfully addressing questions about company culture and career paths, you’ll show hiring managers that you’re not just looking for any job—you’re seeking the right job where you can contribute, grow, and succeed.

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39 Questions to Ask on a Pre-Interview Questionnaire

Below are some of the most common job interview questions. A pre-interview questionnaire can also be considered an interview survey, which is a structured tool for gathering information from candidates. When answering, use your own words and provide relevant examples from your experience. For behavioral questions, we encourage you to use the STAR method (Situation, Task, Action, Result) to structure your responses. Interviewers frequently inquire about a candidate’s reason for leaving their current job to understand their motivations for seeking a new position.

When responding to open-ended survey questions, remember that these help collect qualitative data and provide deeper insights into the respondent’s experiences, allowing interviewers to better understand your perspective and background.

Using a mix of different question types—such as multiple choice, rating scales, and open-ended questions—demonstrates the use of varied data collection methods, which can enhance the effectiveness of the questionnaire.

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1. What type of professional tasks do you excel at?
2. How can you apply your skills and knowledge to this job? (Please describe a specific skill that is most relevant to the position.)
3. Do you possess any skills or knowledge that might be useful for this position that aren’t listed on your resume?
4. What are your greatest strengths? Please provide specific examples of how you have demonstrated them.
5. Describe your weaknesses, and tell us how you think you can overcome them.
6. What are your professional goals? What would you like to be doing in three years? Five years?
7. In your opinion, what does the perfect manager look like to you?
8. What normally frustrates you most about managers?
9. How are your interpersonal skills? Candidates are often asked to share examples of their communication skills during interviews, emphasizing their interpersonal effectiveness.
10. What has frustrated you about previous jobs?
11. How would you describe your regular work style?
12. What does a normal day at your present job, current job, or most previous job look like?
13. Tell us something you wish you had done differently at your previous job.
14. What is your greatest accomplishment in your career so far? Please discuss the impact and results.
15. In your opinion, what makes a job fun?
16. Why did you quit your last job? Or, why do you want to leave your current job? (Discussing your reasons positively is important.)
17. Have you applied anywhere else?
18. What are you looking for in a job?
19. Tell us what you want to get out of this job.
20. What are your salary expectations? Questions about a candidate’s salary expectations can arise to determine potential alignment with the company’s budget for the role.
21. How does your experience align with the job description?
22. Please describe your organizational skills and how they have helped you overcome challenges or meet deadlines.
23. Provide an example of when you acted as a team player to support a successful outcome.
24. Can you describe your leadership skills and how you have demonstrated them in previous roles?
25. Do you have experience in a managerial role? If so, discuss your responsibilities and what you learned.
26. Describe your ability to overcome a challenge at work. What was the situation, and how did you handle it?
27. How do you handle stress and stay calm under pressure?
28. How do you support a team member who is struggling or needs help?
29. What is your preferred work environment? (For example, company culture, remote work, and collaboration style.)
30. What do you like to do in your free time? Are there any hobbies or activities that help you develop relevant skills?
31. What motivates you to seek a new role at this time? How does this position fit your career growth?
32. What interests you about this company?
33. What do you admire about the company’s culture or values?
34. Please provide relevant examples from your experience that demonstrate your fit for this role.
35. Discuss a time you had to adapt to a change in the workplace.
36. Tell us about a time you had to discuss a difficult topic in an interview or at work. How did you approach it?
37. What are your greatest strengths, and how have they contributed to your success?
38. What would be a red flag for you in a job or company?
39. How has self-awareness helped you grow professionally?
40. Describe your relationship with your current employer and how you would handle discussing your departure professionally and positively.
41. Can you share a situation where you gained experience that is directly relevant to this role? How did that experience help you develop your skills?
42. In your opinion, what makes a good leader? Please provide an example of when you demonstrated qualities of a good leader, such as decision-making, active listening, or supporting your team.
43. How would you differentiate yourself from other candidates applying for this position? What unique qualifications or experiences do you bring?

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Conclusion

In her Forbes article “Pre-Employment Testing: A Helpful Way for Companies to Screen Applicants”, Lisa Quast says that when administered properly, pre-employment testing can “help companies save time and cost in the selection process, decrease turnover, increase productivity, and improve morale.” So, are you ready to start using pre-interview questionnaires? With SurveyLegend, you can start creating your online survey for pre-interview questionnaires, making it easy to collect responses remotely and efficiently. Create professional, secure, and responsive questionnaires and surveys online, and it’s free to sign up. Kranzler and Satchwell recommend testing the questionnaire’s clarity for effective survey administration, ensuring that questions are easily understood and yield meaningful responses.

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