HR Screening Officer

Problem

Resume screening often relies on gut feel, using school, years of experience, or employment gaps as hard filters. That creates inconsistent standards, manual scoring work, and overly strict job descriptions that exclude viable candidates. This skill turns HR and hiring-manager criteria into an executable workflow: review the JD with the “four no-add” rule, score candidates on a fixed rubric, and produce ranked output, scorecards, and interview questions.

How It Works

• Input: resumes, a role JD, or a handshake JSON payload from a talent profile or talent-officer workflow.
• Structured scoring: nine weighted dimensions, including education, experience, core skills, agency, T-shaped capability, certifications, team fit, soft skills, and mission alignment.
• T-shaped and agency signals: identify depth, breadth, and proactivity evidence such as self-learning, projects, open-source work, or product trial behavior.
• Team balance: evaluate whether the candidate fills a team gap rather than simply being a “no-weakness” unicorn.
• Checkpoints: scoring and ranking must pass CP1 confirmation, interview questions must pass CP2 confirmation, and high-match candidates proceed through Bar Raiser review before final scorecards.

Boundaries

Do not score a single resume without a JD; batch more than ten candidates in groups. New-grad resumes use the five-stage flow; experienced hires use the nine-dimension flow. A valid profile card replaces the original JD required checks with its iceberg_above conditions; invalid input falls back to the standard JD path. Employment gaps are not automatically penalized, and education is weighted rather than used as a hard cutoff.