Applicant Screening Assistant
Screen job applications against requirements and score candidates
You have 200 resumes for one role and three days to shortlist. Reading each one takes 5 minutes, half don't meet basic requirements, and by resume #50 your standards are slipping because you're exhausted.
Who it's for: HR managers screening high-volume roles, startup founders hiring without a recruiter, talent acquisition teams during growth sprints, hiring managers reviewing inbound applications, recruiting agencies
Example
"Screen these 150 applications for our senior React developer role" → Each candidate scored against your requirements with match percentages, red flags highlighted, and a ranked shortlist of your top 15 with interview talking points
CLAUDE.md Template
New here? 3-minute setup guide → | Already set up? Copy the template below.
npx ccplaybooks add applicant-screening# Applicant Screening
Screen job applications against role requirements to identify top candidates efficiently.
## Overview
This workflow helps you:
- Evaluate resumes against job requirements
- Score candidates consistently
- Identify must-have vs. nice-to-have qualifications
- Flag potential concerns
- Rank applicants for interviewsGet new playbooks like this one
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What This Does
Screen job applications against role requirements to identify top candidates efficiently.
Quick Start
Step 1: Create a Project Folder
mkdir -p ~/Documents/ApplicantScreening
Step 2: Download the Template
Click Download above, then:
mv ~/Downloads/CLAUDE.md ~/Documents/ApplicantScreening/
Step 3: Start Working
cd ~/Documents/ApplicantScreening
claude
How to Use
Single Candidate
Batch Screening
With Criteria
Output Format
Individual Screening Report
# Candidate Screening: [Name]
Best Practices
Fair Screening
- Focus on job-related criteria only
- Ignore protected characteristics
- Use consistent scoring
- Document decisions
- Consider diverse backgrounds
Bias Awareness
- Name/gender bias: Focus on qualifications
- Affinity bias: Diverse interview panels
- Confirmation bias: Score before gut feeling
- Halo effect: Evaluate each criterion separately
Legal Considerations
- Only use job-relevant criteria
- Apply standards consistently
- Keep screening records
- Have HR review process
- Consider adverse impact
Limitations
- Cannot verify employment history
- May miss context from non-traditional backgrounds
- Scoring is guidance, not absolute
- Cannot assess cultural fit or soft workflows fully
- Human judgment essential for final decisions