Top 10 screening questions that help predict offer rejections early

Introduction

Securing an offer is only half the battle - ensuring a candidate accepts is what makes a hire real. The last thing you want after weeks of sourcing, interviewing, and negotiating is for a candidate to ghost you or decline at the eleventh hour. That scenario not only delays the project but drains your energy, reputation, and budget. Savvy recruiters know that powerful screening questions don’t just assess skills - they can predict how likely someone is to reject an offer. In this guide, we’ll share ten carefully crafted screening questions with practical explanations. Use them early in the process to save time, build trust, and increase conversion rates from offer to acceptance.

1. “What’s missing from your current role?”

Why it matters:

This question uncovers core motivations. If the candidate is simply looking for a salary bump, that might align or misalign - with what you’re offering. If it’s about career growth or product impact, that gives you a talking point to keep them engaged. Look for answers that reflect genuine interest, like “I want to work on innovative AI systems” or “I want more ownership in projects.” Generic responses like “better team culture” may hint at frustration rather than expectation, which may increase the odds of drop-off later.

How to follow up:

If they say “ownership,” ask which projects they led and what that meant to them. This keeps the dialogue grounded and helps you map whether your role matches their needs.

2. “What other hiring processes are you part of, and where are they at?”

Why it matters:

Knowing who else they’re talking to and at what stage - is vital. If they’re already deep into another process with a larger company, your role may take a back seat unless it offers real differentiation. Early-stage candidates give you more flexibility and time to build rapport.

What to listen for:

• “I’m in a first technical screening at Company X and just had an initial chat with Company Y.”
• → Very early, still open.
• “I’ve finalized compensation with Company Z and they gave me an offer last week.”
• → Likely leaning toward Z unless you close fast.

3. “How do you decide which offer to take?”

Why it matters:

This reveals their decision-making factors. Perhaps it’s “product impact,” “team size,” or “location flexibility.” The closer their criteria match what you're offering, the better your chances. You can position your opportunity strategically.

What to probe:

Ask which of those factors comes first. If “work‑life balance” wins over “salary,” you may need to highlight remote options or flexible hours in your pitch.

4. “What was one job offer you turned down and why?”

Why it matters:

Real-world examples are powerful. If they turned down a high-paying offer due to long hours or lack of technical challenge, that tells you what they truly prioritize. It also demonstrates their boundary-setting ability and self-awareness.

What to note:

If they declined for vague reasons like “just didn’t feel it,” that may signal a pattern of second-guessing something you’ll want to spot early.

5. “If I could improve one thing in this offer, what would it be?”

Why it matters:

This question helps you uncover hidden objections before the offer stage. Maybe they need an extra week of PTO, or they’re worried about the tech stack. You get a chance to adapt before they walk away.

How to use it:

If they say “I wish the start date was more flexible,” you can negotiate internally. That shows responsiveness and reduces risk of rejection.

6. “What, for you, is more important: tech stack, team, remote flexibility, or brand?”

Why it matters:

Sometimes candidates expect it all. Identifying their top priority helps you position your role accordingly. If you offer strong remote flexibility but they’re hung up on brand prestige, they may walk away later. This question gives you a quick gut-check.

What to listen for:

If they place remote work above brand, and you offer remote, you're in good shape. If brand is number one but your client is a stealth startup, that sets expectations early.

7. “How do you handle having multiple options on the table?”

Why it matters:

This reveals their process under pressure. Do they compare holistically or just go for the highest number? Do they negotiate hard, or do they go with gut feelings? Candidates with a systematic approach are usually more predictable and less likely to ghost.

What to look out for:

• Methodical investors often say: “I make a pros/cons list.”
• Others might say: “I pick based on how excited I feel.” That’s okay - just make sure your opportunity evokes real excitement.

8. “Who besides you influences the decision to join?”

Why it matters:

Partners, parents, mentors - outside opinions can sway a candidate at the last minute. Knowing who’s influential helps you understand factors that could change the game after you extend an offer.

How to manage it:

If family matters, consider offering materials they can review together.

9. “What red lines do you have - things you won’t accept regardless of money?”

Why it matters:

This helps you flag non-negotiables early: no nights, no relocation, no toxic cultures. If those align with the role, great. If not, you’ve saved everyone wasted time.

How to interpret:

If they say “I will not relocate” - and your role requires onsite work - you know early on this won’t stick.

10. “What would make you say ‘no’ even after accepting?”

Why it matters:

This question reverses the conversation in a strategic way. It encourages them to think ahead - “What could happen after I join that would make me reconsider?”

How to follow up:

If they say “poor onboarding,” highlight your client’s onboarding plan. If they say “lack of feedback,” stress how regularly feedback is given. You show you've thought about retention, not just hiring.

How to Use These Questions Seamlessly

1. Integrate into outreach and discovery

You don’t need a formal script. Frame these as part of a conversation:

“I usually ask what alternatives people are considering - helps me know gaps I can fill for them. Would you mind sharing?”

2. Listen for cues—not just content

Watch tone, pauses, enthusiasm. If they hesitate or dodge, that’s important too.

3. Document everything

Note answers in your ATS or spreadsheet and share with clients. These insights are as valuable as technical fit.

4. Adjust as you go

If you identify a red flag early on, don’t try to close the candidate. Instead, push for alignment or discover if they need more info. You’ll save time and preserve trust.

Why These Questions Work

They move beyond the resume. Most recruiters focus on skill, but strong screening questions dig into values, preferences, mindset. That reveals commitment.

They help shape the offer. Early intelligence about start date flexibility, decision influencers, and deal-breakers gives you levers later on to reframe.

They position you as a thoughtful partner. Candidates often appreciate a transparent recruiter who thinks about how they make decisions - not just chasing a placement.

Bonus Tips: Tools to Amp Up Your Screening Game

Use structured video interviewing to ensure consistency. For example, if you’re not sure which tech questions to ask, explore options in our guide to the best video interview platforms in 2025.

Combine screening questions with sourcing software. Stay organized when you’re juggling multiple candidates across roles. Check out the free tools we recommend every recruiter should be using in 2025, which includes ATS plugins, candidate tracking, and outreach tools: our list of 22 free tools every recruiter should use in 2025.

Sample Screening Flow

In practical terms, here’s how a short screening call might unfold:

1. Intro (30 seconds): Explain your process and set the tone.
2. Skill confirmation (1–2 minutes): Quick check you’re not wasting each other’s time.
3. Motivation dive: Ask question #1 and listen closely.
4. Offer readiness: Move into questions #2, #3, and #7 to understand their decision timeline.
5. Deal-breakers: Cover #9 and #10 to uncover red flags.
6. Wrap-up: Give them the next steps, give them time, and reinforce the value they bring.

In as little as 15 minutes, you’ve gathered data that might spare you days or even weeks - of wasted effort.

Slight Caveats

• Don’t come off as interrogation. Make it friendly and personal.
• Some questions are sensitive. Respect privacy - don’t dive too deep unless the candidate seems open.
• Adapt the order based on flow. If they mention alternative offers early, jump into questions 2 and 3.

Conclusion

Smart screening questions aren’t just for weeding out. They’re tools to predict whether a candidate will accept your offer or walk. By covering motivation, decision-making, and red lines early, you build clarity for both parties. You save time for yourself, your clients, and the candidate. You also signal that you care about the full lifecycle - from first touch to accepted offer.

Combine these questions with structured outreach, video interviewing (see our 2025 guide), and free recruiting tools, and you’ll set yourself apart. More hires closed, fewer last-minute rejections, and clients who trust you to deliver.

Glozo harnesses AI to predict candidate openness and streamline outreach. Our built-in AI scoring and messaging dashboard tie these best practices into a unified workflow, so you spend less time guessing and more time placing.

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