# Evidence-Led Candidate Screening: practice workbook
Talent Engineering Academy | An education initiative by Vitae
Edition 2026.09 | Updated 2026-09-24
Course: https://talentengineering.org/courses/candidate-screening

Screen consistently against essential criteria while distinguishing missing evidence from negative evidence.

## Your deliverable
A screening guide with evidence categories and escalation questions.

Use fictional information. Keep your completed work in your own secure notes. Exercises and capstone work are self-directed, not independently assessed.

## 1. Essential criteria and justification

Your notes:



## 2. Evidence available and source

Your notes:



## 3. Evidence gaps versus contrary evidence

Your notes:



## 4. Consistent follow-up questions

Your notes:



## 5. Decision and reviewer

Your notes:



## 6. Candidate communication

Your notes:



## Lesson exercises

### 1. Agree the screening contract

Write screening rules for three essential and two preferred criteria in a fictional brief.

Your response:


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.

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.

### 2. Extract evidence without embellishment

Annotate five fictional CV statements with evidence, inference and a clarification question.

Your response:


Worked example: A CV says supported a quality audit. The screener records participation and asks which findings or actions the candidate owned. It does not upgrade the phrase into led all regulatory audits.

Self-review guidance: Keep the candidate’s actual contribution visible. Label uncertain ownership and avoid translating an employer’s success into the individual’s achievement without support.

### 3. Run a consistent screening conversation

Create a six-question screening guide and one candidate-information checklist.

Your response:


Worked example: Every candidate is asked whether the confirmed shift pattern works for them. The recruiter does not ask about childcare or assume that a parent cannot work the pattern.

Self-review guidance: Questions should elicit examples or confirm actual role conditions. Include a closing explanation of timing and the next decision. Avoid questions about irrelevant personal circumstances.

### 4. Review borderline and rejected cases

Review four fictional borderline records and write a calibration note.

Your response:


Worked example: A reviewer finds that one screener rejects adjacent-industry applicants while another progresses them. The team clarifies the transferability rule and rechecks affected cases rather than averaging the two screeners’ pass rates.

Self-review guidance: Identify the exact criterion disagreement, the revised interpretation and which earlier decisions need reconsideration. Record uncertainty where further evidence is still required.

## Portfolio review
Check that your work is internally consistent, distinguishes facts from assumptions, names decision owners and explains its limitations. Revise gaps before using the method in real work.

## Further reading
- [CIPD: Selection methods](https://www.cipd.org/uk/knowledge/factsheets/selection-factsheet/): Professional context for selection methods and their limitations.
- [GOV.UK: Discrimination in recruitment](https://www.gov.uk/employer-preventing-discrimination/recruitment): UK legal context. Obtain advice for your jurisdiction and circumstances.

Original educational scenarios. References provide further reading and do not imply endorsement. Check current official rules and appropriate professional advice for real legal, financial or regulated decisions.