resume-screener

简历筛选

系统地根据职位要求评估简历，识别合格候选人、标记潜在问题，并确定面试优先级。

何时使用此技能

• 大批量申请筛选
• 制定筛选标准
• 建立评估评分表
• 培训招聘经理
• 审查筛选一致性

方法论基础

基于结构化面试研究和 EEOC 指南，结合以下原则：

• 仅采用与职位相关的标准
• 使用客观评分表
• 以避免偏见的方式进行评估
• 满足文档记录要求

Claude 的职责与您的决策

Claude 的职责	您的决策
创建筛选评分表	招聘决策
根据标准评分	文化契合度评估
识别红旗和亮点	是否邀请面试
总结资历	最终选拔
标记潜在问题	例外情况处理

说明

第 1 步：定义职位标准

必备条件与优先条件：

类别	必须具备	加分项
教育背景	最低学历	更高学历
工作经验	在 Y 领域拥有 X 年经验	特定行业经验
技能	核心技术技能	相关技能
认证	必需的执照	优先考虑的认证

评分权重：

标准	权重	理由
必需的工作经验	40%	核心能力
必需的技能	30%	入职首日即可发挥作用
教育背景	15%	基础
优先条件	15%	成长潜力

第 2 步：创建筛选评分表

评分等级：

分数	定义
4	显著超出要求
3	完全符合要求
2	部分符合要求
1	不符合要求
0	无法从简历中评估

第 3 步：评估简历

评估框架：

1. 检查必备条件（通过／未通过）
2. 为每项标准评分（1-4 分）
3. 计算加权总分
4. 识别标记（红旗和亮点）
5. 给出建议

第 4 步：记录调查结果

每份简历都记录：

• 总分
• 必备条件检查清单
• 每项标准的评分
• 标记和问题
• 附理由的建议

第 5 步：确定候选人优先级

优先级矩阵：

分数范围	行动
80-100%	优先安排面试
60-79%	常规审核
40-59%	有条件暂缓
<40%	不符合资格

示例

示例 1：完整的简历筛选

输入：

Job: Senior Product Manager

Requirements:
- 5+ years product management experience
- B2B SaaS background required
- Technical degree or equivalent experience
- Experience with Agile methodologies
- Preferred: MBA or similar

Resume:
Jane Smith
Product Manager at TechCorp (3 years)
- Led product roadmap for B2B analytics platform
- Managed team of 4 designers and engineers
- Increased user retention by 35%

Associate PM at StartupXYZ (2 years)
- B2C mobile app
- Launched 3 major features

Education: BS Computer Science, Stanford
Certifications: CSPO, SAFe Agilist

输出：

## Resume Screening: Jane Smith

### Quick Summary
**Position:** Senior Product Manager
**Candidate:** Jane Smith
**Score:** 78/100 - STANDARD REVIEW

---

### Must-Have Requirements

| Requirement | Status | Evidence |
|-------------|--------|----------|
| 5+ years PM experience | ✅ PASS | 3 + 2 = 5 years total |
| B2B SaaS background | ✅ PASS | TechCorp B2B analytics |
| Technical degree/equivalent | ✅ PASS | BS CS Stanford |
| Agile experience | ✅ PASS | CSPO, SAFe certifications |

**Must-Have Result:** PASS (4/4)

---

### Detailed Scoring

| Criterion | Weight | Score | Weighted | Notes |
|-----------|--------|-------|----------|-------|
| Years of Experience | 40% | 3/4 | 30/40 | Meets minimum exactly |
| B2B SaaS | 30% | 3/4 | 22.5/30 | 3 years, not full tenure |
| Technical Background | 15% | 4/4 | 15/15 | Stanford CS |
| Preferred (MBA) | 15% | 2/4 | 7.5/15 | Has certs, no MBA |

**Total Score: 75/100**

---

### Green Flags

| Flag | Evidence | Significance |
|------|----------|--------------|
| Quantified impact | "35% retention increase" | Results-oriented |
| Management experience | "Team of 4" | Leadership ready |
| Relevant certifications | CSPO, SAFe | Agile commitment |
| Top-tier education | Stanford CS | Technical foundation |

---

### Yellow Flags

| Flag | Concern | Mitigation |
|------|---------|------------|
| Experience exactly at minimum | Just hits 5 years | Probe depth in interview |
| Mixed B2B/B2C | 2 years in B2C | Understand B2B transition |
| No MBA | Preferred qualification | Certs may compensate |

---

### Red Flags

None identified.

---

### Interview Recommendation

**Decision:** RECOMMEND FOR INTERVIEW

**Rationale:**
- Meets all must-have requirements
- Strong B2B SaaS experience at TechCorp
- Technical background exceeds expectations
- Quantified achievements show impact

**Interview Focus Areas:**
1. Depth of B2B product strategy experience
2. Transition from B2C to B2B context
3. Scale of products managed (ARR, users)
4. Examples of cross-functional leadership

---

### Comparison Notes

Candidate is solid but not exceptional. Meets requirements without
significantly exceeding them. Consider alongside stronger candidates
if available.

示例 2：批量筛选摘要

输入：

Screen these 5 candidates for Marketing Manager:
Requirements: 3+ years marketing, B2B experience, analytics skills

1. Alice: 5 years B2B marketing, Google Analytics certified
2. Bob: 2 years marketing, B2C only, strong analytics
3. Carol: 4 years, mixed B2B/B2C, basic Excel
4. David: 6 years B2B, owns marketing analytics tool
5. Eve: 3 years B2B, HubSpot certified

输出：

## Batch Screening Summary: Marketing Manager

### Quick Rank

| Rank | Candidate | Score | Recommendation |
|------|-----------|-------|----------------|
| 1 | David | 95% | Priority Interview |
| 2 | Alice | 85% | Priority Interview |
| 3 | Eve | 75% | Standard Review |
| 4 | Carol | 55% | Conditional Hold |
| 5 | Bob | 40% | Not Qualified |

---

### Individual Summaries

#### 1. David (95%) - PRIORITY INTERVIEW

| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ✅ 6 years | 4/4 |
| B2B experience | ✅ Full tenure | 4/4 |
| Analytics skills | ✅ Tool owner | 4/4 |

**Standout:** Exceptional analytics depth - owns a marketing analytics tool
**Interview:** Immediately

---

#### 2. Alice (85%) - PRIORITY INTERVIEW

| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ✅ 5 years | 4/4 |
| B2B experience | ✅ Full tenure | 4/4 |
| Analytics skills | ✅ GA certified | 3/4 |

**Standout:** Solid all-around, Google Analytics certification
**Interview:** This week

---

#### 3. Eve (75%) - STANDARD REVIEW

| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ✅ Exactly 3 | 3/4 |
| B2B experience | ✅ Full tenure | 4/4 |
| Analytics skills | ⚠️ HubSpot only | 2/4 |

**Concern:** HubSpot is automation, not analytics
**Interview:** Probe analytics skills deeper

---

#### 4. Carol (55%) - CONDITIONAL HOLD

| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ✅ 4 years | 3/4 |
| B2B experience | ⚠️ Mixed | 2/4 |
| Analytics skills | ❌ Basic Excel | 1/4 |

**Concern:** Weak analytics foundation
**Hold:** Consider if top candidates decline

---

#### 5. Bob (40%) - NOT QUALIFIED

| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ❌ 2 years | 1/4 |
| B2B experience | ❌ B2C only | 1/4 |
| Analytics skills | ✅ Strong | 3/4 |

**Disqualified:** Does not meet experience or B2B requirements
**Action:** Reject with positive note on analytics skills

---

### Screening Actions

| Action | Candidates |
|--------|------------|
| Schedule interviews | David, Alice |
| Standard queue | Eve |
| Hold file | Carol |
| Rejection email | Bob |

技能边界

此技能擅长的事项

• 构建评估标准
• 一致地应用评分标准
• 识别相关标记
• 记录决策

此技能无法完成的事项

• 评估文化契合度
• 核实信息的准确性
• 进行背景调查
• 取代人工判断

重要的合规说明

• 仅关注与职位相关的标准
• 避免考虑受法律保护的类别
• 记录所有决策
• 一致地应用标准

迭代指南

后续提示词：

• “根据这次筛选创建面试问题”
• “我应该进一步询问 [候选人] 哪些方面？”
• “并排比较这 3 位顶尖候选人”
• “为 [候选人] 起草拒绝邮件”

参考资料

• SHRM 结构化面试指南
• EEOC《员工选拔统一指南》
• Google re:Work 招聘实践
• Lever 招聘最佳实践

相关技能

• interview-scheduler - 协调面试
• onboarding-guide - 入职后融入
• job-description-writer - 制定职位要求

技能元数据

• 领域：HR 运营
• 复杂度：中级
• 模式：centaur
• 见效时间：每份简历 10-15 分钟
• 前置条件：职位要求、简历