Start With Criteria Connected to the Role
Define criteria before review
Separate minimum requirements, preferences, trainable skills, and true deal breakers before viewing applicants.
Use concise questions
Questions can address location, authorization, schedule, travel, compensation, licenses, and relevant experience.
Keep screening proportionate
Collect only information needed for the initial decision, then gather deeper evidence later.
Use the Same Evidence Categories Across Applicants
| Weight | Category | Example evidence |
|---|---|---|
| 25% | Relevant Selling Experience | Similar buyer, cycle, complexity, territory |
| 20% | Prospecting | Self-generated pipeline, outbound activity |
| 25% | Results | Quota attainment, revenue growth, margin, ranking |
| 15% | Communication | Clear answers and evidence-based examples |
| 15% | Role Logistics | Location, travel, schedule, compensation, timing |
Frequently Asked Questions
How many screening questions should an application use?
Use the minimum needed to determine basic eligibility and route applicants.
Should years of experience be an automatic knockout?
Only when a specific level is genuinely necessary.
Can AI score applicants?
Automated tools can raise legal, fairness, transparency, and validation concerns. Employers should maintain oversight and obtain appropriate guidance.
What should be delivered to the employer?
A consistent record can include contact information, source, answers, qualification status, scorecard notes, and a recommendation category.
Start With the Job. Then Choose the Right Next Step.
Submit the role for review before approving paid campaign work.