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Assess Applicant Qualifications with Screener Questions on Indeed

Last updated April 10, 2026
Edited by Indeed Employer Content Team
Edited by Indeed Employer Content Team
Last updated April 10, 2026
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3 min read

Adding screener questions, also known as Applicant Qualifications, to your job post can help you quickly find out whether or not an applicant meets your criteria. That way, you can focus more on making connections with candidates and less on vetting. In fact, jobs with screener questions are 30% more likely to result in a hire.[1]

As you start to receive applications, you can prioritize reaching out to high-quality applicants first, filtering your list to identify those that meet all of your requirements.

Below, find out how to use these screener questions to streamline your hiring process.

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Decide what screener questions to include

Indeed provides a number of pre-made screener questions to choose from based on your job title, to get the information you need from applicants upfront. Examples of screener questions include:

  • How many years of experience do you have in XYZ?
  • Do you have a high school diploma?
  • Please list 2-3 dates and time ranges that you could do an interview.
  • Do you have a valid [license type]?
  • What percentage of the time are you willing to travel for work?
  • Why do you want to work at Company ABC?

You can select as many relevant questions as you want. You can also create your own questions and include as many as you need on the application. You can ask any question that helps you figure out who is a great potential hire, or even to figure out interview availability. Screening questions help you set the minimum requirements that someone would need to be successful if hired.

How to add screener questions on Indeed

Step 1: As you create your job post, go to the Applicant Qualifications section to define the skills, experience and other must-have criteria you want every candidate to meet.

Step 2: Select from the pre-made list of questions or create your own. You can choose from formats like:

  • Yes or no
  • Short answer
  • Multiple choice
  • Date or number
  • File upload

You can remove suggested questions at any time by clicking the X icon.

Step 3: After you’ve added your questions, mark your must-haves as deal breakers. This helps you clearly separate essential qualifications from nice-to-haves.

Step 4: When applications start coming in, use the Candidates tab in your Employer Dashboard to filter and sort applicants based on how they answered your questions.

Filter applications by their answers

Once your job is posted and you are in your Employer Dashboard, you can use candidates’ responses to filter your applicants. This can help you quickly identify your top candidates and reach out ASAP to set up an interview.

If you mark any questions as “deal breakers”, applicants who answered in a way that did not meet your requirements are automatically deprioritized and placed in the Rejected Tab. You can review these applicants at any time and move them to Reviewed instead.

Try exploring different filter options to determine the best way to view applicants for your position.

Screener question FAQs

Can I skip phone screens if I add screener questions?

While screener questions are a powerful way to see if a candidate meets your must-have requirements, live conversations still reveal more about their experience, communication style and overall fit. Consider using screener questions to narrow your list, then run phone or virtual interviews with your top candidates to learn more about them.

Are there any screener questions I am not allowed to ask candidates?

Do not ask questions that are discriminatory or illegal, personally invasive or otherwise violate the Indeed Site Rules.

Log in now to add Applicant Qualifications to your job posting. 

Back to Hiring with Indeed

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Indeed’s Employer Resource Library helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

Read our editorial guidelines