Describe the role, lead source, coverage, and sales process. Makeform turns the brief into a focused application for experience, availability, work setup, and practical responses.
Route candidate applications to Slack, Google Sheets, and Zapier.
Sample prompts for the builder
Choose the hiring scenario closest to yours, adjust its details, and send the prompt into the Makeform builder.
Audience
Candidates prospecting by phone, email, and LinkedIn
Format
Skills screen with objection-handling work sample
Prompt size
357 chars
Example form structure
Skills screen with objection-handling work sample
Outbound experience and markets
CRM and dialer tools used
Weekly availability and time zone
Respond to: We are not interested
Resume or work sample
Suggested routing tags
Review first
Schedule match
Needs follow-up
Ask candidates to respond to a realistic objection. A short work sample reveals more than another self-rating scale.
Step 1
Define
role, channel, coverage, and requirements
Step 2
Screen
experience, availability, and work sample
Step 3
Route
tag promising applications for review
Step 4
Interview
schedule qualified candidates consistently
Better first-round screening
A resume rarely shows schedule fit, prospecting context, or written communication. A structured application gathers comparable evidence before interviews.
Ask about lead type, prospects, channels, tools, and responsibilities instead of relying on tenure alone.
Use one realistic scenario to see how an applicant clarifies and writes.
Keep answers ordered, add routing tags, and send reviewers one complete record.
Adapt it to the sales motion
Choose questions based on where leads come from, how conversations happen, and when prospects need coverage.
Prioritize prospect research, call confidence, objection handling, daily activity habits, and experience reaching your buyer profile.
Screen for fast follow-up, discovery questions, accurate notes, customer-friendly writing, and handoff discipline.
Collect time zone, exact recurring availability, work setup, communication tools, and the hours stated in the job post.
Ask about capacity, campaign switching, script adherence, calendar separation, reporting routines, and supported verticals.
Build the application
Provide operational details, then tune the questions and review path.
Name the lead source, channel, buyer, coverage, arrangement, start window, and essential requirements.
Remove irrelevant questions and map every scored answer to a stated job requirement.
Show cold-call questions only when a candidate selects outbound experience, or equipment fields only for remote applicants.
Notify the hiring owner, organize responses, and invite selected candidates to interview.
Application methods compared
Consistent questions make early review easier to repeat.
Field guide
Use six compact sections to collect job-related information without exhausting candidates before the first conversation.
Candidate basics
Collect the details needed to identify and contact the applicant.
Sales background
Ask what candidates did, who they contacted, and how leads moved forward.
Tools and process
Process questions show whether a candidate can keep accurate records and protect the calendar.
Communication sample
A short response reveals tone and judgment without demanding a full script.
Schedule and setup
Ask for recurring blocks in one time zone and only essential remote-work details.
Expectations and consent
Restate the arrangement, compensation structure, next step, and hiring-contact consent.
Related tools
Build general applications, candidate records, reference collection, interview scheduling, and structured interviewer feedback.
Create a reusable application for roles that do not need a sales-specific screen.
Open toolCollect standard work history and applicant details in a consistent format.
Open toolKeep candidate contact, role, source, and review details together.
Open toolGather interview availability after the application review is complete.
Open toolGive interviewers a shared scorecard for role-related observations.
Open toolRequest structured reference feedback later in the hiring process.
Open toolFAQ
Practical answers for sales leaders, recruiters, and agency owners building an initial candidate screen.
It collects contact details, relevant sales experience, schedule fit, work setup, tools, and short communication samples. Reviewers receive the same categories for every applicant.
Ask about lead sources, channels, markets, recordkeeping, recurring coverage, and one realistic prospect scenario. Tie every question to the posted work.
Name one time zone, offer recurring blocks as checkboxes, and ask for desired weekly hours and start date. These answers are easier to compare than free text.
Yes. Add coverage blocks and job-relevant setup fields for equipment, internet, and calling space. Hide remote-equipment questions from onsite applicants.
Use a short, bounded objection or follow-up scenario instead of requesting a full campaign script. Assess every response with the same role-related criteria.
Yes. Keep question order consistent, add response tags, notify the hiring owner, and route applications to a shared review destination. Set shortlist criteria before review.
Yes. Makeform provides unlimited free forms and responses, so you can generate, edit, publish, and collect applications without a form or response cap. The paid tier only removes the Makeform badge.
Collect contact details, focused experience, availability, relevant setup, and one short scenario. Move lengthy assessments and reference checks to later stages.
Build a clearer first screen.
