AI by NicheJob 2 of 17ChatGPTGeminiClaude
Prepare structured screening questions
Asking every candidate the same questions makes comparisons fairer and calls quicker. Linking each question to a real requirement, with a scoring guide agreed before the first call, keeps decisions on the evidence.
Time: 15 minutesTool cost: you can start with a free AI tool
Steps
- List the four or five skills the role really needs, agreed with the hiring manager.
- Decide the logistics you ask everyone: notice period, salary expectations, location or hybrid working, and right to work (checked properly before employment starts).
- Example (made up, for illustration only): for a warehouse team leader role, the skills are shift planning, handling conflict, stock systems and coaching new starters. For conflict, the open question asks about a time the candidate dealt with a disagreement on shift, and the guide says what a 1, 2, 3 or 4 answer includes.
- Run the prompt below.
- Agree the questions and scoring with the hiring manager before any calls, and remove anything not linked to a requirement.
- Ask every candidate the same questions, note answers in your own system, and score them straight after each call.
The exact prompt
Write a structured phone screen for a [ROLE]. Key skills: [LIST]. For each skill: one open question, what a strong answer includes, and a 1 to 4 scoring guide. Add logistics questions: notice period, salary expectations, location or hybrid working, and whether they have the right to work in the UK (to be checked properly later). Plain [British] English. No questions about age, family plans, health, religion or belief, or any other protected characteristic. Do not score or comment on any candidate.
✓ Check before you send
- Every question links to a real requirement.
- Same questions for every candidate.
- Nothing about protected characteristics.
- You and the hiring manager agreed the scoring guide before the first call.
- No candidate names or answers went into the AI tool.
UK notes extra
- UK: GOV.UK says “You must check that a job applicant is allowed to work for you in the UK before you employ them.” A screening question is not that check. GOV.UK: check a job applicant’s right to work.
- England, Scotland and Wales: GOV.UK lists the protected characteristics under the Equality Act 2010, including age, disability, religion or belief, sex and sexual orientation. The Act does not generally form part of the law of Northern Ireland (section 217), so check the rules there separately. GOV.UK: discrimination, your rights (protected characteristics). legislation.gov.uk: Equality Act 2010, section 217 (extent).
Last reviewed Oct 2026. Free tools change. If a screen looks different, the steps still apply.Back to top ↑