Screener Job Description Template

The Screener job description template outlines the key responsibilities and requirements for individuals who are responsible for screening and assessing the qualifications of job applicants. This template provides a clear overview of the duties, skills, and qualifications needed to excel in this important role. Whether you are looking to hire a new screener for your company or are applying for a screener position, this template can serve as a valuable resource.

633 people used this job description template, 80 people have rated it.

A brief overview:

A Screener is responsible for evaluating job candidates for their suitability for an open position within an organization. They are responsible for reviewing resumes, cover letters, and other application materials to determine whether a candidate meets the job requirements and has the necessary skills and experience.


  • Review applications and resumes for job openings.
  • Conduct phone and in-person interviews with job candidates.
  • Assess candidate qualifications and suitability for the job.
  • Convey job requirements to candidates and answer their questions.
  • Coordinate with hiring managers to schedule interviews and share feedback.
  • Provide feedback to rejected candidates and help them improve their job search skills.


  • Bachelor's degree in Human Resources or related field.
  • Experience in recruitment and selection of candidates.
  • Excellent communication and interpersonal skills.
  • Ability to work independently and manage multiple tasks under tight deadlines.
  • Familiarity with applicant tracking systems and recruitment software.

If you meet these requirements and are passionate about helping organizations find the right employees, we encourage you to apply today!


When looking to fill a job opening, creating an effective job posting is essential to attracting the right candidates. A Screener job posting is no exception - this type of job posting is a great way to find a skilled and experienced individual who can help ensure that potential new hires are the right fit for your company.

Job Title and Summary

  • The first step in creating a Screener job posting is to come up with an attention-grabbing job title. This should accurately reflect the duties of the position and the qualifications that are required.
  • Next, you should provide a brief summary of the position. Keep in mind that the goal here is to entice potential candidates to read on and learn more about the job.
  • Responsibilities and Duties

    Outline the main responsibilities and duties of the Screener position. Be sure to be clear and concise, and try to use action-oriented language to make the position sound as appealing as possible. Try to provide a sense of what a typical day might look like for the candidate, so they can get a feel for what the job entails.

    Qualifications and Skills

  • List the qualifications and skills that would be required for someone to be successful in the Screener position. This might include experience in HR, experience in recruitment or hiring, strong communication skills, and excellent attention to detail.
  • Be specific about the qualifications required, as well as any preferred or additional qualifications that would be ideal for the position. You might also include any required education or certifications.
  • Evaluation and Screening Process

    It's important to outline the evaluation and screening process for the Screener position. Be transparent about how you will screen potential candidates and what types of evaluation will be used. Make sure that candidates understand what they will need to do to be considered for the position and how long the screening process is likely to take.

    Salary and Benefits

  • Mention the salary range and any additional benefits that will be offered to the successful candidate. This might include things like health benefits, professional development opportunities, and flexible work hours.
  • Be sure that the salary range and benefits are competitive within your industry to ensure that you attract a good pool of candidates.
  • Conclusion

    Creating a Screener job posting is an important step in finding the right candidate for your company. By following these tips and guidelines, you can create an effective job posting that will attract the skilled and experienced individuals you need to ensure that potential new hires are the right fit for your organization.

    What is a Screener and why do I need it?

    A Screener is a preliminary tool used to filter out unqualified candidates from the applicant pool. It helps to save time and resources by allowing hiring managers to identify suitable candidates more efficiently.

    What should I include in my Screener job posting?

    • Job title and brief description
    • Qualifications and requirements
    • Educational and experience requirements
    • Key responsibilities and duties
    • Incentives and benefits
    • Work schedule and location
    • Instructions on how to apply

    What are the benefits of using a Screener for my job posting?

    By including a Screener in your job posting, you can:

    • Save time and resources by filtering out unqualified candidates
    • Improve the quality of applicant pool by attracting suitable candidates
    • Ensure that all candidates meet minimum qualifications and requirements
    • Reduce the risk of hiring mistakes

    How can I create an effective Screener?

    To create an effective screener, follow these tips:

    • Determine the key qualifications and requirements for the position
    • Ensure that all questions are relevant to the position and non-discriminatory
    • Use clear and concise language
    • Include enough questions to filter out unqualified candidates, but not too many as to discourage suitable candidates from applying
    • Test the screener on current employees or colleagues to ensure it produces accurate results

    Should I include a salary range in my Screener job posting?

    It is up to you whether to include a salary range in your posting. Keep in mind, however, that some job seekers may be discouraged from applying if the salary range is not listed. If you choose not to list a salary range, consider including information about other incentives or benefits.

    Can I ask candidates about their age, religion, or health in the screener?

    No. Asking questions related to a candidate's age, religion, or health is prohibited by law and can be considered discriminatory. Only include questions that are relevant to the position and ensure that they do not violate any equal employment opportunity laws.

    How long should the Screener be?

    The length of the screener should depend on the position and the requirements for the job. However, it is recommended to keep the screener short and concise so as not to discourage suitable candidates from applying. We suggest limiting the screener to no more than 10-15 questions.

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