Screening Questions Generator

Short questions candidates answer when they apply, before anyone reads the CV in detail: years of experience, location, right to work, notice period, salary expectation and one or two must-have skills. They let you sort hundreds of applications quickly and fairly, because every applicant answers the same questions.

A screening question where the wrong answer ends the application, for example 'Do you hold a valid UAE driving licence?' for a delivery role. Use knockouts only for genuine must-haves. Every extra knockout removes people who could have done the job, so most questions should inform the decision rather than decide it.

Yes. Asking whether a candidate can already work in the country or will need your sponsorship is normal and useful for planning. Phrase it neutrally and ask everyone. Don't screen on age, marital status, religion or passport. A preference for UAE or Saudi nationals is lawful under Emiratisation and Saudization and can be stated openly.

Asking early saves both sides time, especially in the Gulf where packages differ a lot between basic salary and allowances. Ask for the expected monthly figure and say whether you mean basic or total package. Treat it as information, not a knockout, unless the gap is clearly unbridgeable — then check it with the salary expectation tool.

A ready-to-edit template appears instantly and updates as you type. 'Generate with AI' writes a set tailored to your job title and key details. AI drafts are free and limited per hour and per day; if the limit is reached you still get the template. Don't put candidate personal data in the key details box.

Yes. Choose English, Arabic or Both. Bilingual screening questions help when you hire for Arabic-speaking customer-facing roles or want Arabic-first applicants to apply in their own language.