What a résumé can and cannot tell you
A CV is reliable on facts that are easy to verify and unreliable on everything that predicts performance. It carries proxies — school, employer brand, career continuity, writing polish — that correlate with background more than with capability.
Score on those proxies alone and you have automated the bias rather than removed it.
Score against the approved criteria only
Restrict the fit model to the must-haves and nice-to-haves in the approved job description. Anything not written down should not influence the number, and each point of the score should name the criterion it came from.
Use the score for sequencing, not exclusion
When an interview costs almost nothing per candidate, the score decides order — who is scheduled tonight and who is scheduled tomorrow — rather than who is dropped. Coverage stays complete and the ranking stays revisable.
Plenty of strong hires score in the middle on paper. Sequencing lets them still perform.
Let the performance overwrite the paper
Once the interview is recorded and scored, the résumé score should recede. The final shortlist ranks on demonstrated performance against the rubric, with the paper score visible only as context.
