Screening questions are a powerful tool in your hiring process that help you get to know candidates beyond their resume. Unlike knockout questions that filter candidates based on minimum requirements, Truffle's audio screening questions give you deeper insights into each applicant's skills, experience, and fit for your role.
Understanding Audio Screening Questions
What Makes Audio Screening Unique
Truffle's audio screening feature allows candidates to respond verbally to your questions, providing:
A more personal connection with candidates
Insights into communication style and clarity
Deeper understanding of candidate thought processes
A more engaging candidate experience
Automatic transcription for easy review
AI-powered scoring to highlight top candidates
How Audio Screening Works in Truffle
Question Selection: You choose questions for candidates to answer (AI-recommended or custom)
Automatic Invitations: Candidates who pass knockout questions are invited to complete audio screening
Response Collection: Candidates record their answers through Truffle's interface
AI Analysis: Truffle analyzes responses against key traits for each question type
Review Process: You and your team review responses with AI-assisted insights (covered in our separate article on [Evaluating Audio Screening Responses])
The Candidate Experience
Understanding how candidates experience the audio screening process helps you set appropriate expectations:
What Candidates Will Experience
Candidates receive an invitation to complete audio screening after passing knockout questions
They will not see the questions in advance
For each question, candidates get:
Brief preparation time before recording begins
Option to start recording when ready
Maximum of 2 attempts per question
Clear instructions throughout the process
Benefits for Candidates
Opportunity to showcase communication skills and personality
More engaging than traditional written assessments
Flexibility to record at their convenience
Chance to demonstrate qualifications beyond their resume
Types of Screening Questions
Truffle organizes screening questions into six categories, each designed to evaluate specific aspects of candidate fit:
1. Goals
Questions about career aspirations and motivation.
Example: "When you consider our job description, what stood out to you that caused you to apply for this role?"
What you'll learn: Candidate's understanding of the role and genuine interest level
Traits evaluated: Alignment with job requirements, motivation and enthusiasm, understanding of the role
2. Style
Questions about work preferences and approach.
Example: "We all have things we like to do and don't like to do in our job. What specific tasks or activities bring you the most joy at work?"
What you'll learn: Work style compatibility and potential job satisfaction
Traits evaluated: Self-awareness, alignment with role responsibilities, intrinsic motivation
3. Skills
Questions about specific abilities relevant to the role.
Example: "Is there a particular strength or experience that you believe makes you uniquely qualified for this role? Why?"
What you'll learn: Relevant skills and how candidates assess their own abilities
Traits evaluated: Self-awareness and authenticity, alignment with role requirements, enthusiasm and confidence
4. Behavior
Questions about past experiences and actions.
Example: "Describe a time you resolved an issue for a customer."
What you'll learn: How candidates have handled real-world situations
Traits evaluated: Problem-solving ability, customer focus, accountability
5. Teamwork
Questions about collaboration and interpersonal dynamics.
Example: "Tell me about a time you disagreed with a boss or colleague. How was the situation resolved?"
What you'll learn: How candidates navigate workplace relationships and conflicts
Traits evaluated: Conflict resolution skills, communication and listening skills, self-awareness and learning
6. Culture
Questions about values, interests, and personal qualities.
Example: "What are your hobbies and interests outside of work? Why do you enjoy them?"
What you'll learn: Personality traits and alignment with company culture
Traits evaluated: Alignment with qualities of the role, enthusiasm and passion, personal growth and reflection
Using AI-Recommended Questions
Truffle's AI recommends screening questions based on your job description and ideal candidate profile. These pre-selected questions are used by 92% of hiring managers because they:
Are carefully crafted to reveal important candidate qualities
Help identify the perfect candidate for specific roles
Contribute to Truffle's AI scoring to highlight promising candidates
Save you time creating effective questions
How to Use AI-Recommended Questions
Review the suggested questions
Select the questions most relevant to your specific needs
Use the "These Look Good" button to confirm your selection
Creating Custom Questions (When Necessary)
While AI-recommended questions work best for most situations, you may occasionally need to create custom questions for specialized roles.
When to Consider Custom Questions
For highly specialized roles with unique requirements
For industry-specific scenarios not covered in the catalog
For company-specific situational questions
How Custom Questions Work
Custom questions will be automatically applied to all candidates who apply for that specific job
They will not be factored into Truffle's AI matching algorithm
They will still be presented in the same audio format to candidates
Tips for Effective Custom Questions
Keep questions concise and clear
Focus on one specific topic per question
Avoid questions that can be answered with just "yes" or "no"
Ensure questions directly relate to essential job functions
Note: For guidance on legal considerations when creating custom questions, see our article on Legal Considerations for Audio Screening Questions.
Best Practices for Screening Questions
1. Choose a Balanced Question Set
Include a mix of questions across different categories:
Goals questions to assess motivation and alignment
Style questions to evaluate work preferences
Behavior questions to understand past performance
Teamwork questions to assess collaboration abilities
At least one question from each relevant category
2. Limit Your Question Count
Recommended: 4-5 questions total
Maximum: 7 questions
Too many questions can create candidate fatigue and decrease completion rates.
3. Consider Question Order
Start with an engaging, relatively simple question
Place more challenging questions in the middle
End with a question that leaves a positive impression
4. Set Clear Expectations
Inform candidates about the audio screening process in advance
Explain that they'll have preparation time and multiple attempts
Set expectations for response length (typically 1-2 minutes per answer)
Common Questions About Audio Screening
How do candidates receive the audio screening invitation?
Candidates who pass your knockout questions automatically receive an email invitation to complete the audio screening portion of your application.
Will candidates be nervous about recording themselves?
Candidates may initially feel nervous, but most appreciate the opportunity to showcase their personality and communication skills. The option for multiple attempts helps reduce anxiety.
How long should candidate responses be?
Typically, 1-2 minutes per question is sufficient for candidates to provide meaningful responses without becoming repetitive.
What if a candidate has technical difficulties?
Truffle provides clear instructions and troubleshooting guidance for candidates. If issues persist, candidates can contact support for assistance.
How does audio screening affect completion rates?
When implemented properly with a reasonable number of questions, audio screening typically results in similar completion rates to traditional applications while providing much richer candidate insights.
What Comes Next: Evaluating Responses
After candidates complete their audio screening, you'll need to evaluate their responses effectively. For detailed guidance on this process, see our companion article:
This article covers the review interface, evaluation methodology, and techniques for making sound hiring decisions based on screening responses.
Where to Learn More
Audio screening questions provide a deeper understanding of candidates than resumes or written responses alone. By following these best practices when setting up your questions, you'll create an effective screening process that identifies your ideal candidates while providing a positive experience for applicants.