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Scoring job applications against a role's stated requirements

Read every CV and application against the criteria written for the role, return a score or a shortlist with the reason attached to each, and leave the hiring call with a person who can see that reason and overturn it.

Effort
Weeks of work
Skill level
Some technical skill
Organisation size
Mid-market
Value
Time saved, Quality

Tools named for this

  • A screening tool that scores applications against employer-defined criteria
  • Your applicant tracking system as the system of record
  • A sampling check that re-reads a share of the rejections by hand

What to check before you ship it in India

  • An application is personal data, and where it is likely to be used to make a decision that affects the candidate, s.8(3) of the DPDP Act puts the duty of completeness, accuracy and consistency on the employer as Data Fiduciary — not on the vendor whose model produced the score.
  • The UK regulator's audits of screening vendors found tools that inferred gender and ethnicity from a name and search features that let recruiters filter out candidates with protected characteristics. Nothing about those failures is specific to the UK market. That guidance carries a notice that it is under review following the Data (Use and Access) Act and may change.
  • If you hire into the EU: Annex III point 4(a) covers systems intended to analyse and filter job applications and to evaluate candidates, and Article 6(2) classifies Annex III systems as high-risk. This is an EU duty and creates no Indian one. Article 6(3) qualifies this: an Annex III system is not high-risk where it does not pose a significant risk of harm — including where it only improves the result of a completed human activity or performs a preparatory task — though any system that profiles natural persons stays high-risk regardless.

Sources

Every claim on this page traces to one of these, on the date it was read.