---
title: Screening questions
description: Adding questions, what belongs in screening vs scoring.
---
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1. [Impact Hire](https://help.impacthire.com/?hsLang=en)
2. [Screening & knockouts](https://help.impacthire.com/screening-knockouts?hsLang=en)
# Screening questions
## Screening questions collect information from candidates as part of the application form. Use them for facts or requirements you need to know when someone applies; screening itself is not scored. Screening is optional. You can publish a job without adding any screening questions.
**Adding questions**
Screening is step 4 when creating a job. You can:
1. Choose a screening template your company already has.
2. Build a screening template while creating the job. ImpactHire saves it for reuse.
3. Ask ImpactHire to suggest a screen based on the role.
Within a screening template, you can add a new question, use an existing question from your company, or ask ImpactHire to write one. You also choose the order in which candidates see the questions.
Screening questions support four answer types:
| **Answer type** | **What the candidate does** |
| --- | --- |
| **One answer** | Selects one answer from a list |
| **Several answers** | Selects one or more answers from a list |
| **Open answer** | Responds in their own words |
| **Recorded answer** | Records a video response |
A yes or no question uses the **one answer** type with two possible answers.
Candidates see the screening questions on the application form below the resume. They must answer every screening question before submitting their application, and their answers are submitted with the rest of the application. There is no timer or expiry.
### **Reusing screening questions and templates**
Screening questions and templates belong to your company account rather than to an individual job. This means the same question or template can be used across multiple jobs.
Changes to shared content also apply wherever it is used. If you change a question, the change reaches every template that uses it. If you change a template, the change reaches every job using that template. ImpactHire keeps the wording each candidate originally answered, so previous applications continue to show the question as it appeared when that candidate applied.
**Screening vs scoring**
Use screening for facts you need to collect when a candidate applies. Use scoring for qualities that need to be measured by degree.
For example, whether someone has the right to work in a particular country is a fact. Depth of leadership experience, relevance of experience, or clarity of writing can vary from weak to strong and belong in a scoring rubric instead.
Screening itself is never scored:
- A screening question has no points.
- A screen has no total.
- Open and recorded screening answers are kept for the recruiter to review, but the screen does not score them.
- Scored assessments and interviews are separate from screening.
Screening answers can still provide evidence for the **application score**. ImpactHire scores the whole application against the job's application rubric, using relevant evidence from the application, which can include the resume, cover letter, and screening answers. This does not turn the screening questions themselves into a scored test.
If a requirement is genuinely pass or fail, a selectable answer can instead be configured as a **knockout**. A knockout can end an application automatically, so use it only for hard requirements. See [**Knockout questions**](https://help.impacthire.com/knockout-questions?hsLang=en) for how this works and what happens to the candidate.
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