Knockout questions that sort the pool without losing good people.
A knockout question settles a hard requirement in ten seconds. Here is how to write them for hourly roles, what never to ask, and why a no should go to a person rather than a rejection email.
Knockout questions by role
| Role | Question | Why it is a knockout |
|---|---|---|
| CDL driver | Do you hold a current Class A CDL? | The job cannot be done without it. |
| Forklift operator | Have you operated a sit-down or stand-up forklift in a warehouse? | Experience on the equipment is the job; certification is employer-specific and can follow. |
| Caregiver | Are you comfortable providing personal care such as bathing and toileting? | Candidates who are not usually decline after the first shift. |
| Line cook | Can you work the evening and weekend shifts this role is scheduled for? | Schedule mismatches are the most common late no-hire. |
| Security officer | Do you hold a current guard license in this state? | Most states require one before a guard can work a post. |
| Delivery driver | Do you have a valid driver's license and access to a reliable vehicle? | The role depends on both from day one. |
Full screens for 30 roles, with what to listen for: screening questions by role.
Four rules for knockouts that hold up
- 01
Tie it to the job
A knockout should be something the job cannot be done without on day one: a license, a shift, a physical task, a location. If you would hire a great candidate without it, it is not a knockout.
- 02
Ask it the same way, every time
The same wording for every applicant, in the same place in the screen. Consistency is what makes a knockout defensible.
- 03
Put it first, but keep it short
One or two knockouts at the start of the screen sort the pool fast. More than three and the screen starts to feel like an interrogation.
- 04
Leave the decision to a person
A no on a knockout should send the candidate to a human, not straight to a rejection email. People misunderstand questions, and certifications are often pending.
Not a knockout, not a question
These are off-limits in a screen, as a knockout or otherwise. PhoneScreen's interviewer will not ask them.
- Age, date of birth or graduation year
- Health conditions, disability or medical history (ask whether they can perform the job's tasks, with or without accommodation)
- Pregnancy, family plans or childcare
- Religion, national origin, citizenship or immigration status (ask whether they are authorized to work in the US, if you ask anything)
- Arrest records, and in many states and cities, criminal history before a conditional offer
- Salary history, which many states and cities prohibit asking about
Laws vary by state and city. This is general guidance, not legal advice. See the EEOC's hiring-question guidance.
Every knockout answered, every no flagged, nobody auto-rejected
Yes/no questions are scored as yes or no, and a stated disqualifier shows up as a flag on the scorecard. Sort by score, see the no's at a glance, and decide.
Start with 10 free screensScorecard
Flag: says home time must be every night; role is regional.
About knockout questions
What is a knockout question? +
A yes/no screening question about a requirement the job cannot be done without, such as a license, a required shift or a physical task. Applicants who answer no usually cannot do the job, so the question sorts the pool early.
How does PhoneScreen handle knockout questions? +
Write the question as a yes/no and the scorer treats it that way: the answer shows as a clear yes or no on the scorecard, and stated disqualifiers are raised as flags for your team. PhoneScreen does not reject anyone automatically. A person reviews every scorecard and decides.
Should knockout questions auto-reject candidates? +
We do not think so. Candidates mishear questions, give partial answers like "my license renewal is pending," or meet the requirement in a way the question did not anticipate. Flagging a no and letting a person look takes seconds and avoids losing good applicants.
How many knockout questions should a phone screen have? +
One to three. Each question adds about 40 seconds to a screen, and screens over seven questions get noticeably longer. Use knockouts for true requirements and spend the rest of the screen on experience and judgment.
Are knockout questions legal? +
Job-related knockout questions asked consistently are standard practice. Questions about protected characteristics are not, and some topics, such as criminal history and salary history, are restricted by many states and cities. Check the rules where you hire.