Pre-Screening Questionnaire

Automated pre-screen questions pinpoint applicants that meet minimum job requirements and core competencies!

Targeted questions help you find out quickly and easily whether job candidates meet the minimum requirements for the position. Those who do are moved forward to the next step in your hiring process, while those who do not are politely exited from the system.

Each candidate’s answers, along with their contact information, are available online in minutes, and candidate selection is simplified by the easy sorting and filtering features. Our questionnaires are based on the job descriptions written by the U.S. Department of Labor. Sample areas evaluated include:

  • Contact information
  • Availability
  • Interest in performing several job-specific tasks
  • Experience performing several job-specific tasks
  • Job-based knowledge
  • Job skills
  • Employment experience
  • Educational background
  • Certification/licensure status

Launch our Pre-Screening Questionnaire from any website, including popular job boards, your Careers page, or even a link in an email. They fit seamlessly within your existing hiring process to bring you only the most qualified candidates, right from the start.

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Online Administration, Scoring and Results

Can be taken anytime, anywhere. Results are available in minutes.

Simple Candidate Management

Quickly sort, filter and compare candidates with just a few mouse clicks. Applicant progression through your hiring process can be easily tracked.

Standardized, Legally Defensible Process

Questions developed and reviewed by our team of experienced professionals in I/O psychology, employment law and human resources. All candidates respond to the same questions and results are presented in a consistent format.

Library of Pre-Employment Screening Questions

Choose from over 900 occupations covering skills and qualifications required across most organizations. Based on U.S. Department of Labor’s Occupational Information Network (O*NET).


Fully customized questionnaires are available.


  • Determine whether job candidates meet the minimum requirements for the position

  • Shrink the candidate pool to only qualified applicants

  • Reduce the amount of time spent interviewing

  • Move qualified candidates forward; politely exit those who are not

  • Integrate seamlessly within your hiring process

Hiring the wrong person is more costly to the company than we can measure,” she says. “Wonderlic has allowed us to really pinpoint the person who is our best fit.
— Sara Laures Vice President of VGM Education
About seven years ago I was experiencing 70% turnover. Now we are down to less than 30% turnover...
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The sky is the limit and without Wonderlic none of this could have happened.
— David McKenna President of Good Tidings Plumbing, Heating and Cooling
I am always looking for ways to improve what we do. If you have a limited amount of time and money to invest in people, you want to invest it where you have the best odds of success. So I invest in Wonderlic assessments.
— Bill Gibbens Managing Partner
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