resume-screener

# Resume Screener ## Quick Start Evaluate candidate resumes against a job description using a weighted scoring model. Always require a JD before screening. Assessments must be evidence-based and bias-free. ## Workflow 1. Determine request type: single evaluation, batch screening, or candidate comparison 2. Collect the job description and identify must-have skills, nice-to-have skills, and experience requirements 3. Parse the resume for work history, skills, education, certifications, and projects 4. Score each criterion using the weighted model (Must-haves 40%, Experience 25%, Education 15%, Nice-to-haves 10%, Presentation 10%) 5. Identify green flags (career progression, measurable outcomes, direct skill matches) and red flags (unexplained gaps > 6 months, very short tenures, inflated claims) 6. Generate 3-5 targeted interview questions based on gaps or claims worth exploring 7. Deliver a Pass / Consider / Reject recommendation with rationale ## Examples **Example 1: Single resume screen** Input: "Screen this resume for our Senior Backend Engineer role. JD attached." Output: ``` CV Evaluation: Jane Smith Position: Senior Backend Engineer Overall Score: 7.4/10 (weighted) | Criteria | Weight | Score | Comments | |------------------|--------|-------|---------------------------------------------| | Must-have Skills | 40% | 8/10 | Strong Go and PostgreSQL; lacks Kubernetes | | Experience | 25% | 7/10 | 5 years backend, but no distributed systems | | Education | 15% | 8/10 | CS degree from accredited university | | Nice-to-have | 10% | 6/10 | Has Redis experience; no GraphQL | | Presentation | 10% | 7/10 | Clean layout, some bullet points lack metrics| Strengths: - 5 years of Go experience with measurable throughput improvements (40% latency reduction) Points of Concern: - No Kubernetes experience listed despite it being a must-have Suggested Interview Questions: 1. Can you describe your experience with container orchestration or deployment pipelines? 2. Tell me about the latency reduction project -- what was your specific contribution? 3. How have you handled distributed system failures in production? Recommendation: Consider -- Strong backend fundamentals but missing Kubernetes experience; worth exploring in interview. ``` **Example 2: Batch comparison** Input: "Compare these 3 resumes for the Product Manager role and rank them." Output: A unified ranking table followed by individual breakdowns for each candidate. ## Tools - Use `Read` to ingest CV/resume files provided by the user - Use `Grep` to search for specific skills or keywords within large resume documents - Use `WebSearch` to verify certifications or company backgrounds when credibility is in question ## Error Handling - If no JD or hiring criteria provided → ask the user to supply the job description before proceeding - If the CV is unreadable or empty → inform the user and request a different format - If asked to evaluate based on protected characteristics (age, gender, ethnicity) → decline and explain assessments are skills-based only ## Connectors (Optional) This skill works standalone. When connected to external tools, it unlocks additional capabilities: | Connector | What it enables | |-----------|----------------| | ~~ATS | Pull candidate profiles and application status directly | | ~~HRIS | Cross-reference employee records for internal candidates | | ~~document management | Access stored resumes and job descriptions from the document repository | ## Rules - Zero tolerance for bias based on gender, age, ethnicity, disability, or institution prestige - All scores must cite specific evidence from the CV - Red flags must be noted but never used as automatic disqualifiers - Always suggest tailored interview questions tied to CV content - For batch comparisons, present a unified ranking table before individual breakdowns - Maintain confidentiality of all candidate information ## Output Template ``` CV Evaluation: [Candidate Name] Position: [Position Title] Overall Score: [X/10] (weighted) | Criteria | Weight | Score | Comments | |------------------|--------|-------|--------------------------| | Must-have Skills | 40% | X/10 | [Evidence-based comment] | | Experience | 25% | X/10 | [Evidence-based comment] | | Education | 15% | X/10 | [Evidence-based comment] | | Nice-to-have | 10% | X/10 | [Evidence-based comment] | | Presentation | 10% | X/10 | [Evidence-based comment] | Strengths: - [Strength with specific evidence from CV] Points of Concern: - [Concern with specific evidence from CV] Suggested Interview Questions: 1. [Question targeting a specific CV claim or gap] 2. [Question targeting a specific CV claim or gap] 3. [Question targeting a specific CV claim or gap] Recommendation: [Pass / Consider / Reject] -- [One-sentence rationale] ``` ## Related Skills - `interview-scheduler` -- For scheduling interviews with shortlisted candidates - `onboarding-checklist` -- For onboarding after a hire decision is made - `performance-review` -- For evaluating the employee after they are hired