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You do not need a project plan to start screening with structure. You need one open role, a clear idea of what good looks like, and an afternoon. Here is the path from a job description to a workflow running on real candidates.
Start from the role, not the tool
Write down the three or four things a person must be able to do on day one. For a voice process that might be clear communication and comprehension. For a written role it might be reasoning and attention to detail. Those become the dimensions you score, and everything else follows from them.
Pick the formats that fit
- MCQ for the knowledge a candidate either has or does not
- Short written answers for reasoning you can read
- One-way video where presence and clarity matter
- A live voice interview when the job is a conversation
Most roles need two or three of these, not all four. Resist the urge to test everything. A shorter, sharper assessment finishes more often and tells you what you need.
Write the rubric before the candidates arrive
Decide what a strong answer looks like for each question now, while you are calm and objective, not later while you are comparing forty submissions. This is the single step that does the most to keep scoring fair and fast.
Invite, then let it run
Send magic-link invites in bulk, set a score threshold that advances qualified candidates automatically, and let the pipeline do the moving. Within a day you will have a ranked shortlist with a scorecard behind every name, and you will have spent your time on the rubric instead of the dialing.
