Fair screening and interview support
Step 1 / 3·Match score: use it right, don't abuse it
0/3 steps done
Learning objectives — after this module you will:
- Use match scores as supporting information, not a reject score
- Screen and interview with structure to reduce bias
- Draft scorecards and synthesize fair evaluations
Match score: use it right, don't abuse it
Make the match score a prioritization tool, not an automatic reject gate.
Two ways to use a match score
Wrong — auto-reject
“Set the system to auto-reject every CV with a match score below 70%.”
If the score is biased, unfairness is automated; promising candidates are rejected unseen. Not explainable, not appealable.
Right — supportive
“Use the match score to order CV reading; the recruiter still reviews and may invite a low-scoring candidate who shows non-linear potential.”
The score is supporting information, people keep the authority and responsibility for the decision — exactly how TTD's CV Screening tool works.
What the match score is based on
It should be based only on job-related criteria: relevant experience, required skills, education/certifications, industry, level, language per the JD. Never on age, gender, or protected characteristics.
Key takeaway: Match scores only prioritize and are based on job criteria; people decide advance/reject.