Availability: Availability varies by program and account. Confirm which controls are enabled with EarlyDay.
Screening questions should help a director understand whether an applicant can meet the role's essential requirements. EarlyDay's knockout-question enhancement lets employers identify selected questions as required criteria where the feature is enabled. Keep the questions specific and review answers alongside the application.
A knockout question identifies a requirement that the employer considers essential for the advertised role. It is different from a question used to learn more about a candidate's interests. The distinction matters because an overly broad screening rule can exclude someone for a preference rather than a true requirement.
Before using the designation, the director should be able to explain why the criterion is needed, how applicants will understand it, and how responses will be reviewed. Keep questions job-related and consistent with the program's approved hiring process.
Write down what the role requires before creating the questions. Separate requirements that must be met when applying from items that may be completed later under the program's policies. A preference should not become an automatic screen just because it is easy to ask.
Instead of asking, “Are you flexible?” ask, “This role is scheduled Monday through Friday from 12:30 to 5:30 p.m. Are you available for those hours?” Use your actual schedule. Ask about a required credential separately, and verify any self-reported qualification through your program's hiring process.
Where the enhancement is enabled, employers can designate a screening question as a knockout. The application record can then retain the relevant screening result for review. Confirm the enabled behavior for your account, including where that result appears and what follow-up is required, before changing a live hiring process.
A candidate's response is self-reported information. It is not independent verification of a certification, background check or work history. Review the application in context and complete the checks your program requires.
No. Reserve that designation for genuinely essential criteria under your approved process. Other questions can help the team understand a candidate without making them a disqualifying rule.
No. Screening is one step. Employers remain responsible for verification, hiring decisions and the requirements that apply before a person begins work.
Do not assume a particular disposition from the label alone. Review the enabled account workflow and the resulting application status with EarlyDay before relying on automation.
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