Free benchmark and rubric
Use this framework to test whether a screening tool applies job-related criteria consistently and shows enough evidence for a recruiter to challenge the result.
Updated September 26, 2026
Replace these criteria with the requirements for the role. Keep the scoring scale and evidence rules visible before evaluation begins.
| Criterion | Weight | Evidence to inspect | Scoring guide |
|---|---|---|---|
| Role-specific experience | 35% | Projects, responsibilities, and outcomes stated in the resume | 0 = absent; 3 = relevant evidence; 5 = direct, sustained evidence |
| Required skills | 30% | Named tools or methods supported by work examples | 0 = absent; 3 = partial match; 5 = all required skills supported |
| Measured outcomes | 20% | Results the candidate states, with scope or a measurable change | 0 = none; 3 = one relevant result; 5 = several relevant results |
| Career context | 15% | Progression or transferable experience relevant to this role | 0 = unsupported; 3 = plausible connection; 5 = clear connection |
Hypothetical example
This example shows the level of evidence a reviewer should expect. It does not describe a real applicant or a hiring outcome.
Role-specific experience
4/5 · 28/35
Candidate A states that they led two recruiting-system implementations.
28/35
Required skills
3/5 · 18/30
The resume supports three of four required tools. One tool is not mentioned.
18/30
Measured outcomes
5/5 · 20/20
The resume states a 22% reduction in time to fill and names the project context.
20/20
Career context
2/5 · 6/15
The candidate moved from implementation work into recruiting operations.
6/15
Choose one real role and freeze the rubric before reviewing the applicant pool. Score the same sample manually and with the screening tool, then compare the evidence behind each criterion score.
A ranking is reviewable when another recruiter can reproduce the reasoning from the rubric and the source resume.
This is a practical review framework, not a validated employment test or legal opinion. A high rubric score does not verify a resume claim, predict job performance, or replace interviews and reference checks. Modern Recruiter's ten successful hires and client testimonials are owner-attested operating evidence, not a controlled study. Teams should test the method with their own roles, applicant pools, policies, and counsel.
Modern Recruiter lets a recruiter edit the criteria, weights, and scoring method before a screening session. Results show criterion-level scores and rationale so the recruiter can compare the reason with the resume. The hiring team remains responsible for the decision.
Define the rubric, run the pool, and inspect the reason behind every score before you trust the ranking.
Start the trial