---
name: staffing-cv-shortlist
description: Evaluates candidate CVs against a staffing assignment scorecard and produces a cited shortlist, client-ready comparison, and targeted interview questions. Use for agency shortlists, contract staffing, executive search, and high-volume candidate screening.
license: Apache-2.0
metadata:
  adlass.categories: "sales-crm/lead-qualification, hr-people/recruiting"
  adlass.industries: "staffing"
  adlass.tags: "cv-screening, shortlist, staffing, recruiting, scorecard"
  adlass.adaptation: "mapping"
  adlass.source: "n8n:RC-02"
  adlass.version: "1"
---

# Staffing CV shortlist

## Purpose

Make candidate-to-role fit comparable and evidence-based while showing gaps that a recruiter must verify.

## Scope

Candidate CVs and profiles evaluated against a defined role, client requirements, and fair-screening rules. **Excluded:** final hiring decisions, background checks, protected-trait inference, and candidate contact.

## Data basis

- Candidate folder, role scorecard, job description, client priorities, availability or rate records, and staffing screening policy.
- The fixed records, tables, or folders in the skill scope that hold the relevant history or schema.

## Result

A scored candidate sheet, shortlist memo, interview-question set, and evidence-gap list.

## Quality criteria

- Every score maps to a stated criterion and CV evidence or is marked unverified.
- Must-have failures are distinguished from missing information.
- Rankings are reproducible from the configured weighting.
- The review contains no inferred protected characteristics or proxy criteria.
- The shortlist and memo use the same candidate identifiers and status.

## Instructions

Apply the scorecard consistently across all candidates and preserve the original evidence. Separate experience, skills, availability, location, rate, and authorization fields. Do not reward polished wording over demonstrated evidence. Explain tie-breakers and missing information. Use anonymization where required by the staffing policy and have the reviewer check for inconsistent reasoning.

## Adapt before use

Keep the source trail close to every conclusion and preserve the difference between a source fact, a calculated value, an assumption, and a recommendation. Use stable identifiers across the document and sheet so a reviewer can move from a summary statement to the underlying row and source. Prefer a complete, transparent partial result over a confident answer built on missing evidence.

- Add the client scorecard, weighting, and must-have criteria.
- Define rate, availability, location, and authorization rules.
- Provide the staffing agency’s fair-screening and anonymization policy.
- Set shortlist size and reviewer requirements.