What Are Knock-out Questions?
Knock-out questions are screening questions that automatically disqualify candidates if their answer does not meet your minimum requirements. Instead of manually filtering CVs, Recruitera applies these rules instantly so you don’t waste time reviewing unqualified applicants.
Why Use Knock-out Questions?
Save Time – Instantly filter out candidates who don’t meet must-have requirements.
Reduce Volume – Eliminate 30–40% of irrelevant CVs from your pipeline.
Consistency – Apply objective criteria to every application.
Better Experience – Candidates get immediate feedback if they don’t qualify.
💡 Example: You’re hiring a Customer Support Agent and need fluent English. With a Knock-out Question, anyone answering “No” to “Are you fluent in English?” will be auto-disqualified.
When to Use Knock-out Questions
Best for requirements that are non-negotiable, such as:
Years of experience (e.g., “Do you have at least 3 years in sales?”).
Language skills (e.g., “Are you fluent in English?”).
Location / Work availability (e.g., “Can you work on-site in Cairo?”).
Work conditions (e.g., “Are you available for night shifts?”).
Salary expectations (e.g., “Is your expected salary within the posted range?”).
How to Set Up Knock-out Questions in Recruitera
While designing your Application Form (Step 2 of job creation), scroll to Screening Questions.
Add a new question (or use the AI Agent to suggest one).
Choose a compatible question type:
Yes/No
Single choice
Multiple choice
Salary range
Define the disqualifying answer (e.g., “No” = Disqualify).
Save changes.
📌 Candidates who fail a knock-out rule are automatically disqualified and can receive a rejection email with the reason you define.
Tips for Effective Knock-out Questions
Use 2–3 max per job — too many may discourage applicants.
Keep them clear and direct (avoid ambiguous wording).
Apply them only to must-have criteria, not “nice-to-have” skills.
Combine with AI Scoring for a balanced evaluation of qualified candidates.
✅ With Knock-out Questions, you’ll eliminate irrelevant applicants upfront, streamline your pipeline, and spend more time engaging with the right talent.