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Pre-Employment Screening Questionnaire

A pre-employment questionnaire covering role fit, work authorization, availability, salary expectations, and background-check consent. Screens candidates before you invest interview time.

HR

About this template

This pre-employment questionnaire runs on Formester's drag-and-drop builder, sized for recruiters who want to screen candidates before the interview, not after.

Every question can be structured to auto-disqualify or auto-advance candidates via conditional logic. Hard requirements (work authorization, minimum experience) trigger a polite decline; qualified candidates hit an auto-scheduled screening call.

Salary-expectation, availability, and start-date fields let you filter budget and timeline mismatches before the phone screen. Background-check consent captured up front saves a round-trip later.

Every submission lands in your ATS via webhook, or into a scoring sheet via Google Sheets sync so the recruiter sees the qualified pipeline at a glance.

How to customize this pre-employment questionnaire

Six steps to a screening flow that filters before the interview.

Open the template

Click Use Template. The full form, conditional rules, and any e-signature flow load in the Formester drag-and-drop builder ready to edit.

Brand the header

Replace the placeholder company name, logo, and job title. Set primary colors so the form matches your careers page or hiring portal.

Set hard requirements

Work authorization, minimum years of experience, willingness to relocate. Each triggers auto-disqualification when the answer is disqualifying.

Configure salary and availability filters

Salary range dropdown or free-text. Availability start date. Notice period. Filter for budget and timeline fit.

Add role-specific competency questions

For engineering roles: preferred stack, seniority level, on-call experience. For sales: quota history, deal size. For support: ticket volume, tool experience.

Wire delivery

Push each submission to your ATS or HRIS via a webhook, or use Zapier to fan out to Slack notifications and calendar invites. Turn on Autoresponder Email so the applicant gets acknowledged.

Publish and share

Embed on your careers page, share the direct URL on job boards, or drop a QR code on in-store hiring posters. Every submission lands in the dashboard with a clean PDF for the hiring file.

When to use this pre-employment questionnaire

Six screening scenarios this template handles.

High-volume role

Retail, hospitality, warehouse. Auto-disqualifies on hard requirements; qualified candidates go straight to interview scheduling.

Specialist role

Engineering, product, design. Includes competency questions specific to the stack or specialization.

Sales role

Quota history, deal-size range, industry background, CRM experience. Salary + territory expectations.

Executive search

Confidential inquiry with NDA up front. Broader questions on leadership philosophy and 30-60-90 vision.

International role

Work authorization for target country. Visa sponsorship willingness. Relocation package expectations.

Contract-to-hire

Contract length, hourly rate expectations, W-2 vs 1099 preference, conversion likelihood.

Fields included in this template

Standard pre-employment screening fields.

  • Full name Short text

    For the application record.

  • Email + phone Email + Phone

    For screening call scheduling.

  • Current location Short text

    Filter for local vs relocation candidates.

  • Work authorization Radio

    US citizen / Green card / H-1B / Requires sponsorship. Drives disqualification logic.

  • Years of experience Number

    Filter for minimum-experience requirements.

  • Salary expectations Short text

    Range or hourly rate. Filter for budget fit.

  • Availability start date Date

    Filter for immediate hire vs future pipeline.

  • Notice period Short text

    How long before they can start.

  • Willingness to relocate Radio, conditional

    Surfaced only when role requires it.

  • Role-specific competencies Multi-select

    Skills / tools / years by skill. Configurable per role.

  • Background check consent E-signature

    Consent captured before the interview, saves a round-trip later.

  • Voluntary EEOC self-ID Multi-select, optional

    Race, gender, veteran status. Optional, stored separately per EEOC guidelines.

Questions we get a lot

Operator and signer questions about security, integrations, jurisdiction, and configuration.

Are submissions secure?
Yes. Every submission is encrypted in transit and at rest. Add a custom subdomain on paid plans so the form lives on your own URL through the entire flow.
Can I collect a resume or supporting files from the candidate?
Yes. The template ships a file upload field with configurable size and file-type limits. PDF, DOC, DOCX, and PNG/JPG all supported.
Can I auto-acknowledge the candidate after they submit?
Yes. Turn on Autoresponder Email so the applicant gets an acknowledgement the moment they submit. Attach the completed application as a PDF if your workflow needs it.
Can I route each submission to my ATS or CRM?
Yes. Push each submission via a webhook for real-time delivery, or use Zapier to fan out to your ATS, HRIS, and Slack. Google Sheets sync works if you just need a hiring log.
Can I disqualify applicants automatically?
Yes. Use conditional logic to route applicants based on any answer, or set fields as pass/fail to show a thanks page immediately when a hard requirement is not met.
Can I auto-disqualify candidates based on answers?
Yes. Use conditional logic to route candidates to a polite thank-you page if they fail hard requirements (work authorization, minimum years of experience, willingness to relocate). Qualified candidates continue to the scheduling page.
Is EEOC compliance handled?
Yes. Voluntary self-identification questions (race, gender, veteran status) are separated from screening questions and marked optional. Responses are stored separately per EEOC guidelines.

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