Start with role requirements
Define the job description, required and preferred skills, experience and education before reviewing applicants.
Candidate screening for recruitment teams
Candidate screening that keeps recruiter judgement in control
Compare applicants with the requirements of one role, organise stronger job-related matches first and review the evidence before deciding who should move forward.
Currently free. No credit card required. Final hiring decisions remain with your team.
What candidate screening should organise
Candidate screening works best when the role criteria are clear and recruiters can see why an applicant appears relevant.
Compare candidates consistently
Apply the same job-related criteria across applicants instead of changing the screening standard from CV to CV.
Review evidence before action
Use strengths, gaps and supporting CV information as material for human review rather than an automatic hiring decision.
A practical candidate screening workflow
ShortlistLens focuses on the stage between receiving CVs and deciding which applications deserve deeper recruiter attention.
1. Create the hiring project
Add the role and the requirements your team wants to use as the basis of screening.
2. Upload candidate CVs
Keep applicants for the same vacancy together and let the background screening queue process each file.
3. Review ranked evidence
Compare completed results, verify the evidence and decide which candidates need further recruiter review.
4. Export and continue
Export results when needed and continue interviews or other hiring stages in your existing process.
Where candidate screening software can help
The value is in reducing repetitive review while keeping judgement and accountability with the hiring team.
High-volume roles
Organise the first pass when one vacancy receives more CVs than the team can comfortably review at once.
Small HR teams
Add a consistent screening structure without replacing every other part of the recruitment process.
Recruitment agencies
Compare applicants against a client role while keeping the final recommendation and decision human-led.
Human review required
Keep people responsible for hiring decisions
ShortlistLens supports the first review by organising job-related information. Recruiters should verify candidate evidence, consider relevant context and apply applicable employment laws and internal hiring policies before interviewing, rejecting or hiring a candidate.
Start screening freeExplore the screening workflow
Use the page that best matches what your recruitment team is trying to improve.
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Common questions about candidate screening that keeps recruiter judgement in control
What is candidate screening?
Candidate screening is the process of reviewing applicants against the requirements of a role before later hiring stages such as interviews or assessments.
Can AI be used for candidate screening?
AI can help organise job-related information and rank evidence for review, but recruiters should verify the output and remain responsible for employment decisions.
Does ShortlistLens automatically reject candidates?
No. ShortlistLens is designed to support structured review and does not need to make final interview, rejection or hiring decisions.
Can I screen multiple candidates for one job?
Yes. A hiring project can contain multiple candidate CVs so completed results can be reviewed together.
Is ShortlistLens free?
ShortlistLens is currently free to use with no credit card or paid CV credits required.