Agree the screening contract
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Screening should decide whether there is enough relevant evidence to progress, not predict everything about a person. Start with the agreed essential criteria and identify which can be assessed reliably at this stage. Use preferences carefully so they do not silently become mandatory. Decide what evidence is sufficient, what requires a question and what genuinely prevents progression. A CV is an incomplete account written for many possible audiences. Document the rules before viewing applicants and apply them consistently. Verify legal or regulatory requirements through appropriate processes rather than making assumptions from names, nationality or appearance.
Worked example
A maintenance role requires experience diagnosing industrial equipment faults. The screening guide accepts examples from several industries and asks for clarification where a CV lists only a broad technician title.
Put it into practice
Write screening rules for three essential and two preferred criteria in a fictional brief.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Each rule should explain the evidence needed and the next action when it is absent. Avoid automatic rejection for a preference or for a CV that uses unfamiliar terminology.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.