A candidate evaluation template for evidence-based review
Use this worksheet to compare resume evidence with a role’s requirements. Copy it into your own document or spreadsheet; no account is needed to use the template.
Free during early access. No card required.
1. Define the review before opening resumes
Write down the role, reviewer, review date and the version of the requirements you are using. Select the requirements that matter to the work and mark each as essential or preferred. Agree what would count as supporting evidence.
Keep the same baseline for every candidate. If the role requirements change, revisit earlier reviews instead of comparing evaluations made against different standards.
2. Copy the worksheet
Download the blank evaluation worksheet (CSV), or copy the column names below. It contains no candidate data and has no automatic scoring formula.
| Role requirement | Essential / preferred | Resume evidence and source | Evidence label | Question to verify | Reviewer notes |
|---|---|---|---|---|---|
| [Requirement] | [Priority] | [Quote or summary + section] | [Label] | [Follow-up question] | [Notes] |
3. Use evidence labels instead of invented precision
- Supported: the resume describes a relevant example. Verify material details later.
- Partly supported: related experience is present, but the required scope or depth is unclear.
- Not established: the resume does not provide enough information. This is not the same as “cannot do it.”
- Needs clarification: information is ambiguous or appears inconsistent and needs a neutral follow-up.
These are worksheet labels, not RecruitOS match-score categories. Do not convert them into a probability of success or an automatic rejection threshold.
4. Worked example
Fictional role requirement: investigate customer account issues. Resume evidence: “Responded to account-access tickets and escalated complex cases.” Label: partly supported. The resume establishes exposure to the workflow, but not independent investigation depth.
Follow-up question: “Describe an account-access problem you investigated. What did you check yourself, and when did you escalate?” Reviewer note: clarify the candidate’s own actions before reaching a conclusion.
5. Finish with questions and a human review
- Check that each evaluation refers to the same role requirements.
- Verify the source for consequential claims and correct AI or transcription errors.
- Separate missing information from evidence that a requirement is not met.
- Prepare consistent core interview questions, then candidate-specific follow-ups.
- Record the reviewer’s next step and reasoning; keep the hiring decision with the responsible people.
Where RecruitOS fits
The worksheet works on its own. If you are setting up the review process, start with the resume screening checklist. RecruitOS adds a structured workspace for jobs, candidates and resume analysis, plus candidate comparison and natural-language commands. Use the evidence to guide your review; do not let a match score make the decision for you.