Quick Start

CANDIDATE SCREENING CHECKLIST
□ Resume review (2-3 min max)
□ Phone/video screen (15-30 min)
□ Skills assessment
□ Culture fit evaluation
□ Reference check
□ Final recommendation

Workflow

• Scan for required skills/experience first
• Check employment gaps and job hopping patterns
• Verify education/certifications if critical
• Red flag: generic applications, typos, unrealistic claims

• Confirm basic qualifications
• Assess communication skills
• Gauge genuine interest in role/company
• Ask 2-3 behavioral questions
• Discuss salary expectations early

• Role-specific technical questions
• Problem-solving scenarios
• Portfolio/work samples review
• Practical exercises if applicable

• Culture fit assessment
• Growth potential
• Team dynamics consideration
• Compensation alignment

Examples

Example 1: Input: Software engineer resume with 3 years React experience Output: "Strong technical background. Proceed to technical screen focusing on React hooks, state management, and system design basics."

Example 2: Input: Sales candidate with inconsistent quota achievement Output: "Mixed performance history. Deep dive on specific deals, objection handling, and reasons for quota misses during phone screen."

Best Practices

• Set clear expectations upfront about process and timeline
• Take detailed notes during all interactions
• Use structured scoring rubrics for consistency
• Provide timely feedback to candidates
• Build talent pipelines for future needs
• Maintain candidate database with detailed profiles

Common Pitfalls

• Rushing the screening process to fill roles quickly
• Focusing too heavily on "perfect" resume matches
• Asking illegal or inappropriate questions
• Making gut decisions without structured evaluation
• Poor candidate communication leading to negative employer brand
• Not involving hiring managers in defining requirements