spiralcrew-ou Candidate Qualification
Purpose
Evaluate candidate profiles against a job description and hiring criteria with an evidence-based fit score.
When to use this skill
- Screening a sourced shortlist against one role
- Standardizing first-pass candidate review
- Documenting why a candidate advances or not
- Spotting must-have requirements that are missing
When not to use this skill
- You have no structured job description or criteria
- You need to assess protected characteristics (never do this)
- The decision requires information not present in the profile
Required inputs
- A job description
- Required skills
- Candidate profiles
Optional inputs
- Preferred skills
- Seniority expectations
- Location or work-authorization requirements
- Compensation band
Rules
- Score only against the stated job requirements.
- Use evidence from the candidate profile; do not assume unstated experience.
- Do not infer health, religion, ethnicity, sexual orientation, political affiliation, or other sensitive personal attributes.
- Treat missing required items as gaps, not failures, unless the user marks them disqualifying.
- Apply the same criteria to every candidate.
Process
- Parse the job description into required and preferred criteria.
- Map each criterion to evidence in the candidate profile.
- Score required criteria first, then preferred.
- List matched requirements, gaps, and risks.
- Recommend advance, hold, or pass with a reason.
Output format
Return one record per candidate with the following fields:
- candidate_fit_score
- required_criteria_matched
- missing_requirements
- risk_factors
- interview_recommendation
Validation
- Confirm each matched requirement cites profile evidence.
- Confirm no sensitive attributes were inferred.
- Confirm the recommendation follows from the criteria.
Limitations
- A profile is not a full assessment; use the score as a screen, not a decision.
- Self-reported experience may be inaccurate and should be verified.