Screening questions and custom fields
The two complement each other. Screening questions ask the candidate at the moment they apply; custom fields are the data the team records on a profile as hiring progresses.
Screening questions
Screening questions appear on the application form and rule out profiles that fail a hard requirement early — work authorisation, notice period, mandatory experience.
Building a question set
- Open Settings → Screening questions.
- Add a question and pick the answer type: single choice, multiple choice, yes/no, free text or file upload.
- Mark the questions that must be answered.
- Save, then attach the set to a job.
Reading the answers
Each candidate's answers sit on the Screening tab of the application, next to the AI scoring result.
Every extra question is another reason for a candidate to abandon the form. Ask only what would change your decision at the first stage — the rest belongs in the interview.
Custom fields
Use these when your organisation needs to record something the standard profile has no box for: a supplier reference, an agreed salary expectation, an availability date, a reference-check result.
- Open Settings → Custom fields.
- Create a field and give it a name that reads clearly.
- Pick the data type: text, number, date or select list.
- Choose the scope — the whole team or a single job.
- Save.
The field then appears on candidate profiles and can be used to filter the list.
In a job's own settings you can also decide which fields are required, which are optional and which are switched off for that position.
A select list can be filtered and counted; free text cannot. If you might want to count by value later, make it a select list from the start.
Personal-data considerations
- Do not ask for information unrelated to the ability to do the job;
- Do not use custom fields for sensitive notes — use internal comments or a scorecard;
- Review periodically and remove fields nobody uses.
See Recruitment configuration for the full set of shared templates.