checklist template · Free download
Candidate Screening Checklist
A candidate screening checklist covering resume review, must-have criteria, and phone-screen questions so you shortlist consistently and fairly before interviews.
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What you get
- A resume-review checklist tied to your must-have criteria
- Structured phone-screen question prompts
- A simple advance / hold / reject decision step
- A bias-aware screening note to keep evaluations fair
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Candidate details
- Candidate name
- Role applied for
- Source— job board / referral / inbound
- Screened by
Resume review (must-haves)
- Meets minimum experience for the role
- Has core required skills or tools
- Evidence of relevant outcomes / achievements
- Location and work-authorisation fit
Phone-screen questions
- Walk me through what attracted you to this role
- Tell me about a recent project relevant to this position
- What are you looking for in your next move?
- What is your availability / notice period?
Screen notes
- Standout strengths
- Gaps or concerns
- Salary expectation
- Earliest start / notice period
Screening decision
| Decision | Select one | Reason |
|---|---|---|
| Advance to interview | ||
| Hold / maybe | ||
| Reject |
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How to use this template
- 1
Set criteria first
List the role's must-have screening criteria before reviewing any applications.
- 2
Screen against the same checklist
Apply the identical checklist to every applicant so comparisons are fair.
- 3
Run a consistent phone screen
Ask the same core questions to each candidate who passes resume review.
- 4
Decide and record
Mark advance, hold, or reject with a one-line reason for each candidate.
Frequently asked questions
What is candidate screening?
Screening is the step between application and interview where you filter candidates against your must-have criteria, usually via resume review and a short phone screen, to build a fair, qualified shortlist.
What questions should I ask in a phone screen?
Keep it consistent: motivation for the role, a relevant recent project, what they want next, availability, and compensation expectations. Asking everyone the same questions makes comparison fair.
How do I reduce bias when screening resumes?
Score against job-relevant criteria only and apply the same checklist to every applicant. Where possible, anonymise name, photo, and school to focus on skills and outcomes.