Define the criteria before reviewing applicants
Separate minimum requirements, preferred qualifications, trainable skills, and true deal breakers. Write the criteria before viewing applicants so the review is more consistent.
Use concise, role-related screening questions
Questions may address location, work authorization, schedule, travel, compensation alignment, required licenses, relevant experience, and willingness to perform essential role activities.
Create a simple scorecard
| Category | Example evidence | Weight |
|---|---|---|
| Relevant selling experience | Similar buyer, sales cycle, product complexity, or territory | 25% |
| Prospecting | Self-generated pipeline, outbound activity, account development | 20% |
| Results | Quota attainment, revenue growth, margin, rankings, awards | 25% |
| Communication | Clear written answers and evidence-based examples | 15% |
| Role logistics | Location, travel, schedule, compensation, start timing | 15% |
Apply the same framework consistently
Use the same core criteria for applicants to the same role, document disposition reasons, and avoid questions unrelated to the job. Employers should obtain appropriate legal guidance for their hiring process.
Do not over-screen at the first step
Long applications reduce completion. Collect only the information needed for the initial decision, then gather deeper evidence during structured interviews and later stages.
Know what screening cannot do
Screening supports organization: it does not verify every claim, predict job success, replace interviews, or eliminate the need for lawful employer review.