UitbreidenOS When to activate
- Screening inbound applications against job descriptions
- Ranking candidates by qualification match
- Generating structured interview shortlists
- Reducing unconscious bias in resume review
- High-volume hiring with 50+ applicants per role
When NOT to use
- For final hiring decisions (human judgment required)
- For executive search (relationship-driven process)
- For internal mobility assessments
Instructions
- Parse job requirements. Extract must-have vs. nice-to-have skills, experience years, education, and certifications.
- Score each resume. 1-5 scale per requirement: 1=no match, 3=partial, 5=strong match. Weight must-haves 2x.
- Flag red flags. Employment gaps >6 months, job hopping (<1 year tenures), overqualification signals.
- Blind review mode. Strip names, photos, and demographic data to reduce unconscious bias.
- Rank and tier. Tier 1 (score >80%): interview immediately. Tier 2 (60-80%): review manually. Tier 3 (<60%): pass.
- Generate shortlist report. Candidate ID, composite score, strengths, gaps, recommended interview type.
- Document decisions. Every pass/fail logged with specific reason tied to job requirements.
Example
Candidate: ID-0042
Role: Senior Backend Engineer
Must-Haves: Go (4/5), PostgreSQL (5/5), Kubernetes (3/5), 5+ years exp (4/5)
Nice-to-Haves: Terraform (3/5), gRPC (2/5)
Composite Score: 84% → Tier 1 (Interview)
Strengths: Strong DB skills, 7 years backend experience
Gaps: Limited Kubernetes production experience