Screen against the role’s real requirements, not impressions. For the reasoning behind this, see the candidate screening guide.
Who this resource is for
- Recruiters and hiring managers reviewing applicants
- Teams with high applicant volume
- Anyone wanting a fairer, more consistent funnel
Core recruitment concept
Consistent, criteria-based screening reduces noise and bias and makes candidates comparable. Decide knockouts vs. signals before you start.
Screening checklist
☐ Criteria derived from the job description
☐ Must-have vs. nice-to-have decided in advance
☐ Resume reviewed against criteria (signal over polish)
☐ Skill claims probed for evidence, not keyword matching
☐ Consistent phone-screen questions prepared
☐ Same process applied to every applicant
☐ One-line rationale recorded per advance/decline
☐ No screening on protected characteristics
Common mistakes
- Screening on impressions or unrelated signals
- Inconsistent criteria across applicants
- Keyword matching instead of evidence of skill
- No documentation, so decisions can’t be reviewed
Practical checklist
A copy-friendly checklist you can reuse.
☐ Criteria from the JD
☐ Knockouts vs. signals decided
☐ Consistent resume review
☐ Phone screen prepared
☐ Decisions documented briefly
☐ Fair, consistent process applied
For informational purposes only. Hiring practices vary by employer, market and jurisdiction. This is practical educational guidance, not legal advice and not a guarantee of hiring outcomes. Review local requirements and consult qualified professionals where decisions carry legal weight.