AI-FOR-HR-RECRUITING5 MIN READ
Sort Screening Signals by Defensibility
Distinguish job-related screening evidence from weak proxy signals and signals that should not be used.
Sort each screening signal before Tessa builds the shortlist. Strong evidence Weak proxy Do not use Completed job-relevant case exercise strong-evidence Exact college name weak-proxy AI sentiment from facial expression do-not-use License required by law for the role Unexplained employment gap Age guessed from graduation year screening signal discipline Nudged screening signal discipline Strong signals look like the job. Weak proxies need caution. Protected or speculative signals should leave the workflow.
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