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screening-rubric-builder

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Turn a job description into a weighted, anchored rubric for the pre-interview resume/CV screen so applicants are filtered against the same job-relevant criteria, in writing, before opinions form. Use when you have a JD and an applicant pile and need to decide who advances to interviews, set up a fair resume screen, or replace gut-feel resume sorting with a defensible filter. Do NOT use when building the interview-loop scorecard interviewers fill in during or after interviews - use hiring-scorecard instead.

skills/screening-rubric-builder/SKILL.md

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# Screening Rubric Builder

Convert a JD into a screening rubric specific enough that two reviewers reading the same resume reach similar advance/reject decisions. This is the pre-interview stage only: it decides who gets an interview, not how interviews are scored.

## Workflow

1. **Derive 5-8 screenable competencies from the JD.** Extract them from the role's outcomes and must-haves. Each must be observable from an application (resume, cover letter, portfolio, work samples) and job-relevant - "ships schemas that survive scale," not "smart." Drop anything you cannot tie to a stated JD requirement. Never use "culture fit"; if culture matters, decompose it into named, assessable behaviors.
2. **Weight each competency by impact on success.** Assign weights summing to 100% that reflect how much each predicts performance in this specific role. Core role skills outweigh nice-to-haves. Write a one-line rationale per weight so it is defensible across the whole applicant slate. Never weight a proxy for a protected trait.
3. **Write an anchored scale.** Use a 1-4 scale with written behavioral anchors per competency: what a 1 application shows, what a 4 shows, with concrete evidence examples drawn from what is visible in an application. Anchors are what turn a vibe into a rating.
4. **Require an evidence note per score.** For every score the reviewer must cite the specific line, project, or artifact in the application that justifies it. No cited evidence, no score.
5. **Set the advance rule up front.** Define the weighted threshold to advance to interviews before reviewing any applicant, plus minimum scores on each must-have competency. Pre-committing the bar prevents post-hoc rationalization. A low total with one standout area is a reviewer conversation, not an automatic pass or reject.
6. **Apply the rubric identically to every applicant** for the role, and keep the scored records for consistency review.

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