Guides › HR & Hiring

Check applications against your criteria fairly

AI pulls the relevant evidence from each anonymised CV into a table, so you can score every candidate against the same criteria yourself.

HR & HiringIntermediate40 minAI assistantGoogle DriveGoogle Sheets

When to use it

After the closing date, before shortlisting

Check your rules first
Check your workplace policy and local law on using AI with candidate data. In the UK and EU, you should tell applicants if AI helps in the process, for example in your privacy notice or job ad.
Anonymise the applications
Save CVs in a private Google Drive folder. Before using AI, give each one a code (C-01, C-02) and remove names, contact details, photos, dates of birth and addresses.
Ask AI to find evidence, not to rank
Upload or paste a few anonymised CVs at a time with this prompt.
Prompt to copyI'm shortlisting for [job title]. Criteria: [paste criteria from your rubric]. For each anonymised application below, make a table with one row per criterion: Candidate code, Criterion, Evidence found (quote the exact words from the CV), and 'No evidence found' where relevant. Do not score, rank, or recommend candidates. Do not comment on gaps in employment, age, gender, nationality, schools or anything not in my criteria. Applications: [paste].
Score them yourself
Use the evidence table alongside the original CV to fill in your scoring sheet. Read each original, because AI can miss or misread things.
Check for bias and tidy up
Before finalising, look at who you've shortlisted and ask whether anyone was marked down for something unrelated to the job. Delete the AI chats and copies once you're done, in line with your data retention policy.

Candidate data is personal data: use a business AI account with training on your data turned off, and only share what's needed.
Never let AI make or rank the decision; it can repeat hidden biases from its training.