Run a consistent screening conversation
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Use a common core of job-related questions, with follow-ups to clarify individual evidence. Explain the purpose, expected duration and next steps. Ask about practical role conditions directly and appropriately rather than inferring availability from personal circumstances. Record answers against criteria before reaching an overall view. Give candidates room to ask questions and correct misunderstandings. A screening conversation is also a mutual-information exchange, so do not withhold important role constraints to improve progression rates. Escalate issues outside the screener’s authority instead of improvising commitments.
Worked example
Every candidate is asked whether the confirmed shift pattern works for them. The recruiter does not ask about childcare or assume that a parent cannot work the pattern.
Put it into practice
Create a six-question screening guide and one candidate-information checklist.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Questions should elicit examples or confirm actual role conditions. Include a closing explanation of timing and the next decision. Avoid questions about irrelevant personal circumstances.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.