Applicant Screening

Interview Questions

Based on this candidate's profile, consider asking:

1. [Question about specific experience]

2. [Question about concern area]

3. [Question about growth potential]

Overall Assessment

[2-3 sentence summary of fit]

**Final Score**: [X]/100

**Recommendation**: [Interview / Phone Screen / Pass]

**Priority**: [High / Medium / Low]

### Batch Ranking Report

Applicant Ranking: [Position]

**Date**: [Date]

**Total Applications**: [X]

**Reviewed**: [X]

Summary

| Category | Count | % |

|----------|-------|---|

| 🟢 Strong Interview | [X] | [%] |

| 🟡 Phone Screen | [X] | [%] |

| 🔵 Maybe/Hold | [X] | [%] |

| 🔴 Not a Fit | [X] | [%] |

Top Candidates

### 🥇 Tier 1: Strong Interview (Score 80+)

| Rank | Name | Score | Key Strengths | Concerns |

|------|------|-------|---------------|----------|

| 1 | [Name] | 92 | [Strengths] | [Concerns] |

| 2 | [Name] | 88 | [Strengths] | [Concerns] |

| 3 | [Name] | 85 | [Strengths] | [Concerns] |

### 🥈 Tier 2: Phone Screen (Score 65-79)

| Rank | Name | Score | Key Strengths | Gap to Address |

|------|------|-------|---------------|----------------|

| 4 | [Name] | 75 | [Strengths] | [Gap] |

| 5 | [Name] | 72 | [Strengths] | [Gap] |

### 🥉 Tier 3: Maybe/Hold (Score 50-64)

| Name | Score | Reason for Hold |

|------|-------|-----------------|

| [Name] | 58 | [Reason] |

### ❌ Not Proceeding (Score <50)

| Name | Score | Primary Reason |

|------|-------|----------------|

| [Name] | 45 | Missing required [X] |

| [Name] | 38 | Below minimum experience |

Insights

### Applicant Pool Quality

[Assessment of overall pool quality]

### Common Strengths

• [Frequently seen strength]
• [Frequently seen strength]

### Common Gaps

• [What most candidates lack]
• [Skill shortage in pool]

### Recommendations

1. [Action for top candidates]

2. [Suggestion for sourcing if pool weak]

## Scoring Rubric

### Experience Scoring
| Years | Entry | Mid | Senior | Lead |
|-------|-------|-----|--------|------|
| 0-1 | 10/10 | 3/10 | 0/10 | 0/10 |
| 2-3 | 8/10 | 7/10 | 3/10 | 0/10 |
| 4-5 | 5/10 | 10/10 | 7/10 | 3/10 |
| 6-8 | 3/10 | 8/10 | 10/10 | 7/10 |
| 9+ | 0/10 | 5/10 | 10/10 | 10/10 |

### Education Scoring
| Level | Technical Role | Non-Technical |
|-------|----------------|---------------|
| PhD | 10/10 | 8/10 |
| Master's | 9/10 | 9/10 |
| Bachelor's | 8/10 | 10/10 |
| Associate's | 5/10 | 7/10 |
| Bootcamp | 6/10 | N/A |
| Self-taught | 4/10 | N/A |

## Best Practices

### Fair Screening
- Focus on job-related criteria only
- Ignore protected characteristics
- Use consistent scoring
- Document decisions
- Consider diverse backgrounds

### Bias Awareness
- Name/gender bias: Focus on qualifications
- Affinity bias: Diverse interview panels
- Confirmation bias: Score before gut feeling
- Halo effect: Evaluate each criterion separately

### Legal Considerations
- Only use job-relevant criteria
- Apply standards consistently
- Keep screening records
- Have HR review process
- Consider adverse impact

## Limitations

- Cannot verify employment history
- May miss context from non-traditional backgrounds
- Scoring is guidance, not absolute
- Cannot assess cultural fit or soft skills fully
- Human judgment essential for final decisions