Know exactly what to ask. Before the call starts.
The intake, the job description and one candidate's resume become a prescreen guide written for that candidate on that requisition.
Book 15 minutes →The best information in the process never makes it to the call.
The intake contains the distinctions that decide the hire. Then the recruiter walks into the prescreen with a job description, a resume, and improvisation.
What goes in.
What was asked for
The intake notes, the job description, and this candidate's resume.
What rules them out
Where the job is, what it pays, and whether it sponsors a visa.
What wins them over
Why they are leaving, and what to say when they ask about the company.
What comes back.
Why it works.
The candidate takes the call seriously
A senior engineer can tell within two questions whether the person screening them understands the role.
The write-up is not an impression
The hiring manager receives answers to the questions they themselves raised in intake.
A go or no go, with the scorecard
The recorded screen, the answers, the intake and the resume produce a recommendation and a drafted email.
Questions.
What makes this different from a competency template?
The intake. Every AI screening product reads a resume against a job description. None of them have what the hiring manager actually said, which is what turns a template into a question that lands.
How long is the guide?
One page. Sections A through D print on a single sheet, deliberately. A prescreen guide that needs studying does not get used.
Do you record the screens?
That is the client's call and consent is captured on the record where they do. Recorded screens make the written assessment materially better, because the answers are quoted rather than remembered.
Want a guide built for one of your live candidates?
Book 15 minutes →Or call Wendy, the AI assistant here, on 1 833 442 7540, or email info@paulalfred.ai