CV screening should help a consultant understand relevance quickly. A defined review process separates what a CV demonstrates from what still needs to be checked, giving the next conversation a more useful starting point.
Agree the screening framework
Build a review checklist from the vacancy brief. It might cover experience, location, work pattern, specific skills and clearly stated role requirements. Keep essential criteria distinct from preferences. Where a requirement is ambiguous, ask for clarification instead of introducing an assumption that could distort the shortlist.
Record evidence and unanswered questions
A screening note should point to relevant experience and identify missing information without guessing. Employment gaps, unfamiliar job titles or a brief CV can be topics for a respectful conversation. Screening support does not replace credential verification, employment checks or a hiring decision; those responsibilities need a separate owner.
- Consistent criteria for each vacancy
- Brief notes grounded in CV evidence
- Follow-up questions for the consultant
Calibrate against real feedback
Review a sample before increasing volume. If consultant decisions repeatedly differ from screening recommendations, revisit the framework and examples together. Measure usefulness, consistency and reasons for rejection alongside throughput. The level of review, any candidate calls and the format of the output should be agreed before the work starts.
