Finding great candidates isn’t about checking boxes anymore.
It’s about asking better questions — early — and really listening to the answers.

Screening is where you win or lose for your clients.
Good questions cut through noise. Great questions reveal if someone’s the right fit before you waste time.

Here’s how smart recruiters actually screen — across industries, experience levels, and even those tricky sectors like education.

1. Check Industry Relevance (Fast)

Forget generic interviews.
First thing: Can they speak your client's language?

If not, it's a no — fast.

Healthcare

Ask:

“Tell me about a time you handled HIPAA compliance in real work, not theory.”
“Which EMR systems have you actually used, day-to-day?”

You’re testing reality, not resume fluff.

IT and Tech

Tech moves fast. You need people who move with it.

Try:

“Which languages do you really code in? Not just what’s listed on your CV.”
“Walk me through a recent infrastructure project you were part of — what went wrong?”

See who’s hands-on — not just buzzwordy.

Finance

Precision is everything.

Ask:

“Have you directly handled financial audits? What was your role?”
“Any hands-on experience with complex instruments like derivatives?”

You're not looking for someone who "understands" — you want someone who's done it.

2. Experience Level: Tailor or Fail

One script won’t work.
Screening a junior like a senior (or vice versa) makes you miss real talent.

Seniors: Depth, not Titles

“Tell me about a project you led from chaos to success.”
“What major decisions did you make that shifted outcomes?”

If they don't own their wins — red flag.

Mid-Levels: Breadth and Hustle

“How have you worked across teams when priorities clashed?”
“Budget tight, project late — how did you adjust?”

You want resourceful, not robotic.

Juniors: Growth Potential, Not Perfection

“What tools or platforms have you taught yourself recently?”
“Describe a time you failed — what changed afterward?”

You’re not hiring experience — you’re hiring mindset.

3. Special Focus: Screening in Education

Teachers? Totally different beast.

Not just credentials — heart, grit, people skills.

Teaching Styles Matter

Ask:

“What’s your approach when students have wildly different learning speeds?”
“How have you used tech creatively in your lessons?”

Not theory — stories.

Classroom Management = Survival

Ask:

“Tell me about a time you turned a disruptive class around.”
“How do you balance rules and relationships with students?”

If they can’t handle a classroom, it won’t matter how good their lesson plan is.

Certifications + Real Training

Especially for specialized areas.

Ask:

“What additional training have you pursued — and why?”
“Are you certified in special education, ESL, or similar areas?”

You want commitment to growth, not just "checking the box."

Why It Matters

Good screening saves everybody time — clients, candidates, you.
Bad screening? Costs trust, credibility, and repeat business.

The best recruiters?
They dig early. They don’t just ask “Are you good?” — they make candidates prove it.

Screen like a pro, and you build loyalty for life.

Final Thought

Screening isn’t an admin task. It’s the make-or-break step for every hire.

Ask smarter questions.
Tailor by industry and level.
Dig for real answers.

Because your client doesn’t need “good enough” candidates.
They need candidates who fit today, tomorrow, and next year.

And you’re the one who makes that happen — or doesn’t.

Choose wisely.