Must-have
Separate requirements from preferences
Avoid over-filtering candidates on nice-to-have traits.
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Candidate screening checklist
A practical checklist for screening candidates consistently
Use this checklist to define must-have criteria, review resumes faster, and decide who should move to the next stage.
Built for first-pass resume review, structured questions, and role-fit criteria.
Applied
AAvery Chen
MMorgan Lee
Screening
JJordan Kim
TTaylor Reed
Shortlist
CCasey Patel
RRiley Stone
Evidence-backed shortlist
Candidate signals, scorecards, and next steps stay connected in one review flow.
5
screening criteria sections
1
repeatable review process
Less
resume review guesswork
More
consistent candidate movement
Checklist
A checklist helps teams screen candidates the same way every time.
It turns first-pass review from a gut check into a repeatable process.
Questions
Ask better first-pass questions
Capture missing context before scheduling interviews.
Decision
Define next-step rules
Make advance, hold, and reject decisions clearer.
Screening process
Move from resume review to structured next steps.
Use the checklist to standardize what reviewers look for first.
01
Define criteria
Write down must-have qualifications and dealbreakers.
02
Review evidence
Check resumes and answers against the same list.
03
Route candidates
Move qualified candidates to the right stage.
Checklist sections
The pieces every screening workflow needs.
Use the resource manually or turn it into an automated Let's Hire workflow.
M
Must-haves
Core qualifications and requirements.
P
Preferences
Nice-to-have context that should not overrule fit.
Q
Questions
Structured prompts for missing information.
N
Next steps
Rules for advance, hold, or reject.
Compare
A clearer way to move from applicant volume to confident decisions.
| Old way | With Let's Hire |
|---|---|
| Recruiters manually sort resumes and repeat the same first-pass questions. | Candidates move through a structured intake, screening, and review workflow. |
| Hiring managers leave scattered notes that are hard to compare. | Every reviewer works from shared scorecards, evidence, and decision history. |
| Candidates stall because next steps depend on manual follow-up. | Automations and reminders keep stage movement visible and accountable. |
FAQ
Questions buyers ask before they switch.
Does Let's Hire make final hiring decisions?
No. Let's Hire helps organize candidate evidence, automate repetitive steps, and standardize reviews. Your team stays responsible for final hiring decisions.
How quickly can a team launch?
Most teams can configure a first workflow, scorecard, and candidate intake process in less than a day, then improve it as real applicants move through.
Can we keep our current process?
Yes. Let's Hire is designed around configurable stages, scorecards, questions, and reminders so teams can start with their existing workflow.
Is this useful without a large recruiting team?
Yes. The product is especially useful for lean teams that need structure, screening help, and manager alignment without enterprise recruiting complexity.
Next step
Ready to build a faster hiring workflow?
Share your hiring volume and bottlenecks. We will help map the first workflow to launch.