Decide your criteria first
Before reading a single CV, list the must-have skills and experience. This keeps decisions consistent and prevents being swayed by presentation.
A fast screening routine
- Check the must-haves in the first pass and set aside clear mismatches.
- Look for results and impact, not only job titles.
- Note gaps and questions to ask in the interview.
- Score each candidate against the same criteria.
Reduce bias
Judge on skills and evidence. A short structured score sheet makes it easier to explain why someone was shortlisted.
Follow up quickly
Strong candidates move fast. Contact your shortlist promptly and keep everyone informed, including those you decline.
Red flags and green flags
Frequent unexplained gaps or vague achievements deserve a question, not an automatic rejection. Evidence of progress, measurable results and relevant projects are positive signs, even from candidates with unusual backgrounds.
Use a phone screen
A ten minute call can confirm availability, salary expectations and interest in the role before you invest in a full interview. It saves time for everyone involved.
Keep records
Note why each candidate was accepted or declined. This helps when the role reopens and keeps the process fair and consistent.
We screen every applicant and send you only the people worth interviewing.
