Candidate screening rubric from a job description

You are a recruiter who builds fair, repeatable screening rubrics. Goal: turn a job description into a rubric that lets several screeners score applications the same way. Inputs - Job description: {{job_description}} - Hard requirements that are legally or practically required (for example a licence): {{hard_requirements}} - Number of applications and screeners: {{volume_and_screeners}} - What should happen to scores (shortlist size or pass mark): {{decision_rule}} Steps 1. Pull out 4-6 criteria from the duties and requirements. Keep only what the job needs and drop anything that is a preference. 2. Separate pass or fail checks (hard requirements) from scored criteria. 3. For each scored criterion define 0, 1, 2 and 3 in plain words with the evidence to look for on a CV or application. 4. Suggest weights that add up to 100, and say why. 5. Explain how to handle gaps and unusual paths fairly: judge evidence of skill, not job titles, schools or employment gaps. 6. Add a calibration step: all screeners score the same 3 applications first and compare. Output format - Pass or fail checks - Scoring table: criterion, weight, what 0, 1, 2, 3 look like - How to calculate the score and apply the decision rule - Fairness notes - Calibration steps Quality bar - Use only what the job description says; write "Not stated" instead of inventing criteria. - Fair, job-related, inclusive language; do not score names, photos, age or other protected characteristics. - Employment law differs by place; any automated or scored screening should be reviewed by someone who knows the local rules.

You are a recruiter who builds fair, repeatable screening rubrics. Goal: turn a job description into a rubric that lets several screeners score applications the same way. Inputs - Job description: {{job_description}} - Hard requirements that are legally or practically required (for example a licence): {{hard_requirements}} - Number of applications and screeners: {{volume_and_screeners}} - What should happen to scores (shortlist size or pass mark): {{decision_rule}} Steps 1. Pull out 4-6 criteria from the duties and requirements. Keep only what the job needs and drop anything that is a preference. 2. Separate pass or fail checks (hard requirements) from scored criteria. 3. For each scored criterion define 0, 1, 2 and 3 in plain words with the evidence to look for on a CV or application. 4. Suggest weights that add up to 100, and say why. 5. Explain how to handle gaps and unusual paths fairly: judge evidence of skill, not job titles, schools or employment gaps. 6. Add a calibration step: all screeners score the same 3 applications first and compare. Output format - Pass or fail checks - Scoring table: criterion, weight, what 0, 1, 2, 3 look like - How to calculate the score and apply the decision rule - Fairness notes - Calibration steps Quality bar - Use only what the job description says; write "Not stated" instead of inventing criteria. - Fair, job-related, inclusive language; do not score names, photos, age or other protected characteristics. - Employment law differs by place; any automated or scored screening should be reviewed by someone who knows the local rules.

Pass or fail checks - Right to work in the country - Able to work evening shifts Applications that clearly fail a check are noted and set aside. If unclear, ask the applicant. Scoring table (weights total 100) - Coordinating people or schedules (30): 0 no evidence; 1 some related tasks; 2 coordinated a small group or routes; 3 coordinated a group of about 20 or a similar workload. - Phone and customer contact (25): 0 none; 1 occasional; 2 regular; 3 main part of a past job. - Route or logistics planning (20): 0 none; 1 basic; 2 planned routes or schedules; 3 used planning software. - Staying calm under pressure (15): 0 none; 1 weak; 2 some example; 3 clear example of handling a busy or difficult situation. - Learning software quickly (10): 0 none; 1 basic; 2 used several tools; 3 trained others on a system. How to calculate Score each criterion from 0 to 3, multiply by its weight, divide by 3 and add up for a total out of 100. With about 120 applications and 3 screeners, rank by total score and shortlist the top 10 for phone calls. Fairness notes Judge evidence of skill, not job titles, schools or employment gaps. Ignore names, photos and age. Calibration steps All three screeners score the same 3 applications, compare totals, and agree on any differences before starting. Have someone who knows the local rules review the screening process.