HR Screening Interview Guide (After Spark Hire Automated Interview)

Applicant Name:
Interview Date:
Position:
Interviewer(s):

This interview is conducted by the HR Manager. This guide is intended to assist in the overall screening
of the candidate as it pertains to a wide breadth of areas including career history, core values,
technological savviness, familiarity with our/similar brands in our industry, cultural fit, candidate
job/work environment expectations, and ability to perform key measurable accountabilities as outlined in
the Job Description. Please use the following points and questions to navigate the conversation, and be
sure to note the applicant’s pertinent responses along with any observations you make during your time
with the candidate. Pertinent responses include but are not limited to those relating to a candidate’s work
history, job performance, core values, and professional interests but do not include items such as a
candidate’s age, disability, race, religion or national origin.

NOTE: Here’s some illegal interview questions not to ask - click here

1. Introduction. Why do you think you’re a good fit for this position? In your Spark Hire interview you
mentioned {insert any particular area you need further clarity on or didn’t get a complete answer},
tell me more about that.
a.
2. Some of our content is religiously-based or has text associated with Christian values; what is your
comfort level in {interacting with content of this nature from time to time in order to respond to
customer inquiries during product launches/ producing content of this nature… or insert whatever
phrase applies to this particular job function} as a part of your job functions?
a.
3. What are you really good at professionally and what would you say you’re not so good at or not as
interested in? Give specific examples.
a.
4. What aspect(s) of the job description are you not as proficient with?
a.
5. When is it okay to break the rules? Give an example of when you had to do this and explain why.
a.
6. When, not if, we talk with your previous three supervisors as a part of the reference check process,
how would they rate your performance when we talk with them (1 is lowest, 10 is highest)? What
were each of their names and what was your reason for leaving?
a.
7. What questions do you have for me?