KILUVU

Instead of asking for a resume from the candidate, you create a job description that shares the characteristics (not responsibilities or experience level) that you look for in a candidate. Ie. soft skills.

Then to test their hard skills, you create a job application that’s essentially a questionnaire with a series of job contextual questions. One of those questions is your filtering mechanism and you filter out candidates based off of the answer to that one question.

This method does two things:

It saves you time when filtering through tens or hundreds of candidates. One question for rapid filtering — not entire resumes or applications.
It leads you to find candidates who are best for the job at hand and who may have non-traditional job backgrounds. Your question will be designed to show if they have the core skillset needed for the role, not if they worked for a big company or went to a fancy school.

Via Marteq