Key Questions to Ask During the Screening Stage: Insight Before You Apply

When exploring new career opportunities, the screening stage - or pre-interview conversation - is your first opportunity to learn about a role and the organisation.

It’s also a chance to show your genuine interest and professionalism.

Asking thoughtful questions at this stage can help you determine whether a position aligns with your career goals and values before you commit to a full application or interview process.

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Some questions that may be worth asking – if not answered in the briefing document.

1. Flexibility Within the Role

Understanding flexibility - whether in working hours, remote work options or project scope - is essential.

Asking about flexibility shows that you value work-life balance and adaptability, while gauging whether the organisation’s approach aligns with your needs.

Example: “Can you describe the level of flexibility available in this role, both in terms of working hours and responsibilities?”

2. Salary and Benefits

Compensation is a practical consideration.

While it may feel sensitive, framing it professionally demonstrates you value transparency.

Example: “Could you provide a salary range for this role and an overview of the benefits package?”

Be aware that the recruiter/hiring manager may ask for ‘your salary expectations’. In this situation it is acceptable to advise what you are earning with a modest increase – depending on the position.

3. Leadership Style of the Direct Manager

The manager you report to will significantly influence your experience.

Asking about leadership style signals that you are thoughtful about collaboration and team dynamics.

Knowing which management style you work best along side will help you in your decision-making process.

Example: “Can you describe the management style of the person I would be reporting to?”

4. Organisational Culture

Cultural fit can make or break your experience.

Asking about culture shows you are considering long-term alignment with values and team dynamics.

Keep in mind that culture, by its intangible nature, can often be tricky to explain but this question will certainly open a conversation.

Example: “How would you describe the company culture here?”

5. Key Priorities and Expectations

Understanding what the organisation expects from someone in the role ensures you can perform successfully.

Priorities and expectations in one company/industry rarely match completely with those in a second.

Knowing the key strategic focus of the organisation/role will help to determine fit and suitability - allowing you to evaluate whether your strengths and career goals align with the role’s objectives.

Example: “What are the most important objectives for this role in the first six months?”

6. Opportunities for Growth and Development

Demonstrating curiosity about professional progress highlights ambition and a long-term mindset.

Acknowledges your growth mindset and interest in advancement – which may well work in the interest of the organisation.

This also provides insight into how the organisation invests in employee development.

Example: “What opportunities are there for professional development and career progression?”

7. Team Dynamics

A sense of team size, structure and dynamics helps you understand how collaborative or independent the role will be.

It can give you insight into communication styles, decision-making processes and how your skills could best complement the team.

Example: “Can you tell me about the team I would be working with?”

8. Challenges in the Role

Knowing potential obstacles upfront prepares you for success and shows practical thinking.

Understanding these challenges also helps you gauge the organisation’s support systems and resources available to overcome them.

Example: “What are some of the challenges someone in this role might face?”

9. Next Steps in the Hiring Process

Closing with a question about the process reflects professionalism and helps you manage expectations.

It also signals your interest in staying engaged and helps you plan your follow-up strategy effectively.

Example: “What are the next steps in the recruitment process after this screening?”

Asking these questions during the screening stage allows you to demonstrate your interest, professionalism and proactive thinking.

It also gives you a clearer picture of whether the role, team and organisation are the right fit for you - saving time and ensuring your application is strategic rather than reactive.

Morton Philips – 08 82108510 – operations@mortonphilips.com.au

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