Resume Screening Summarizer

Resume screening is slow, inconsistent, and quietly biased: two reviewers read the same resume and reach different conclusions, and strong candidates get missed because someone was tired at application 40. This skill produces a structured, consistent summary of each candidate scored against the actual role requirements, so the hiring manager compares like for like and spends their time on the shortlist, not the slush pile. Consistency is the point; the same rubric applied the same way to every applicant.

1. The resume or CV.
2. The role and its must-have and nice-to-have requirements.
3. Any hard disqualifiers (credentials, location, work authorization if relevant).
4. What a strong candidate looks like for this firm.

Score against the requirements the role actually lists, not a general impression. For each must-have, mark whether the resume shows evidence, weak evidence, or none, and cite the specifics rather than asserting a conclusion. Separate what the resume states from what you are inferring, and never invent experience the candidate did not claim. Note genuine strengths and real gaps evenhandedly, and flag anything that needs verification in an interview rather than treating it as settled. Assess against the role only; ignore attributes unrelated to the job. End with a clear, defensible recommendation and the questions an interview should resolve.

ALWAYS use:

# Candidate Summary: [Candidate] | [Role]
## Snapshot (who they are, in two lines)
## Must-haves (requirement | evidence: strong / weak / none | citation)
## Nice-to-haves (present or not)
## Strengths (specific, from the resume)
## Gaps and things to verify (in an interview)
## Recommendation (advance / hold / pass, and why)
## Interview questions to resolve the unknowns

• A general impression instead of a score against the stated requirements.
• Inventing or assuming experience the resume does not show.
• Weighing attributes unrelated to the job.
• A recommendation with no evidence behind it.

This assesses a resume against role requirements to support a human hiring decision; it does not make the decision. Base every assessment on job-relevant qualifications only, never on protected characteristics or proxies for them. Treat every output as a first pass for a person to review, and confirm claims in the interview.

A resume screen for a senior accountant role marks the CPA and five-years-close requirements as strong with cited evidence, flags the ERP-system requirement as weak because the resume names a different system, notes month-end ownership as a strength, and recommends advancing with two interview questions about the systems gap.