Know who to prescreen. And be able to say why.
Every applicant on the requisition scored 1 to 10 against the hiring manager intake, the job description and the resume, with the evidence behind each number.
Book 15 minutes →The shortlist is a judgment call nobody wrote down.
A recruiter can read fifteen resumes and pull out ten in twenty minutes. That instinct is usually good. It is also undocumented, unevenly applied, and impossible to defend when the hiring manager asks why someone was cut.
What goes in.
Hiring manager intake notes
What the hiring manager actually asked for, in their own words.
The job description
The baseline every candidate has to clear.
Candidate resumes
One at a time, or the whole applicant pool at once.
What comes back.
Why it works.
Not keyword matching
Depth versus mention, recency, and whether the resume actually shows the thing the hiring manager asked for.
The candidate a filter deletes
The strongest match with the wrong keyword is exactly who a filter loses. Scoring against the intake catches them.
Protected traits are never an input
The resume is read against the stated requirements. Nothing else goes into the score.
Questions.
What does a score actually contain?
The number, the specific requirement it was measured against, the evidence line from the resume, what is unevidenced or ambiguous, and a recommended action with the reason.
What happens to the ones who score low?
A 3 is a recommendation to pass, not a rejection. No candidate is actioned without a recruiter deciding to.
Do we need an integration?
Not for this one. Candidate Scoring is self-serve: submit the inputs and get the scored output back. The ATS-integrated version at volume is Application Triage.
Want to run it against a live requisition?
Book 15 minutes →Or call Wendy, the AI assistant here, on 1 833 442 7540, or email info@paulalfred.ai