This tutorial guides you through customizing your recruitment criteria with Brainner, ensuring you focus on the requirements that enhance the effectiveness of the resume screening process.

Remember that you requirements will be analyzed against the information in the 

2.a) How to define the Screening Criteria

This tutorial provides best practices for defining effective resume screening criteria using Brainner’s AI-powered tool. By following these guidelines, recruiters can enhance the accuracy, efficiency, and fairness of their candidate evaluations, ensuring that top talent is identified quickly and objectively.

Defining resume screening criteria in Brainner is a crucial part of the process, as our AI will follow your instructions precisely to evaluate candidates’ resumes based on the specified requirements. 

Our AI can perform semantic searches, meaning it understands context, synonyms, and jargon. Unlike typical keyword matching, you don’t need to be overly specific with every word, but you do need to be accurate in explaining, detailing, and quantifying what you truly need from candidates.

1- The more specific the criteria, the more accurate the results.

 – The criteria will be met if the candidate has worked at Google.

“Experience working at companies like Google”

 – The criteria will be met if the candidate has worked at companies similar to Google, but this is still somewhat vague, and the analysis may be subjective.

“Experience working at global tech companies like Google with operations in the USA” 

– This is a more specific criterion that allows our AI model to conduct an objective analysis.

“5+ years of experience as a Purchasing Manager in the retail industry” – This is a clear and specific criterion. Our AI model will award the full score only if the candidate meets all aspects of the criterion. If only some are met, the score will be reduced to half.

You can also choose to break this down into two separate criteria with different weights:

2- Write criteria that answer the question: “What requirement should the candidate meet?”

“5+ years of experience with TypeScript”

3- Write clear criteria, avoiding abbreviations.

“Holds a degree in Business Computer Science”

4- Quantify work experience and skills to ensure accurate seniority and relevant experience.

 – This could result in a full score for just 1 year of experience (Not specific).

“5+ years of experience as a Back-End Developer”

 – Full score only if the candidate meets the 5-year requirement. Partial score if they meet the experience but not the years (Correct).

 – Full score could be awarded even if the experience was 10 years ago (Not specific).

“Experience with Python in the last 2 jobs”

 (Incorrect. It might imply that the candidate should have only 2 years of experience)

“2 or more years of experience with SAP” 

5- Use Boolean strings (AND, OR, NOT) for skills or work experience criteria.

When the candidate must meet all skills requirements: 

“5+ years of experience with Adobe Premiere AND Adobe Illustrator AND Adobe Photoshop.”

When the candidate must meet at least one of the skills requirements: 

“Experience with Adobe Premiere OR Final Cut Pro in the last two positions.”

When you want to exclude specific experiences:

“Experience in sales BUT NOT as a Customer Success Representative.”

6- Decide whether to use location as a criterion.

 Include location in the candidate profile information to filter candidates based on location. In this case, location won’t affect the scoring.

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 Include location as a criterion. In this case, location will impact the final score.

If you’re looking for candidates from different locations or regions, use OR logic:

7- Include criteria not listed in the job description but essential for resume screening.

“2+ years of experience at McDonald’s, Burger King, or KFC.”

8- Choose whether to consider the frequency of job changes as a criterion.

Some companies evaluate how frequently candidates change jobs. This can be controversial, as frequent changes may be due to circumstances beyond the candidate’s control, such as layoffs.

“Has spent at least 2 years in each of the last 3 jobs.”

9- Choose whether to consider  soft skills as screening criteria.

Evaluating soft skills such as communication skills or leadership abilities from a resume can be subjective. However, our AI can provide an assessment of some soft skills based on resume content. Some users choose to include this information to complement the decision-making process

10- When searching for candidates within a range of years of experience, split the criterion into two separate criteria.

To reduce the complexity of the criterion, and improve the accuracy, it is recommended to split the criterion into two separate criteria when searching for candidates within a range of years of experience.

Mandatory criteria represent 80% of the total weight, while preferred criteria account for 20%. It’s important to understand how much each criterion will weigh before starting the analysis.

If you have 5 mandatory criteria and 5 preferred criteria:

If you have 5 mandatory criteria and 1 preferred criteria:

If you have 5 mandatory criteria and 0 preferred criteria:

2.b) Criteria Definition Best Practices

The Candidate Insights feature enables recruiters to extract critical data from resumes, such as job titles, years of experience, and dates. Configured in the ‘Analysis’ Tab before importing candidates, it streamlines the recruitment process by providing actionable insights displayed in a table or individual profiles.

The ‘Candidate Insights’ feature helps you quickly analyze resumes by extracting key information, such as "Current role" or "Current company", and performing more complex analysis. In this guide, we will walk you through how to set up and use this feature effectively.

Candidate Insights allows you to define specific data points you want the AI to extract/analyze from resumes. These insights are configured in the ‘Analysis’ Tab, below the ‘Jobs Requirements’ section, and 

must be set up along with the Requirements before importing candidates

Candidate Insights allows you to define specific data points you want the AI to extract from resumes. These insights are configured in the ‘Analysis’ Tab, below the ‘Jobs Requirements’ section, and must be set up along with the Requirements before importing candidates.

Step 1: Define Requirements in the ‘Analysis’ Tab

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A short label to serve as a reference. This will appear as the column title in the Candidates Table (e.g., "Current Role").

: A detailed prompt describing the expected data extraction. This helps the AI model provide accurate results (e.g., "Extract the candidate’s current job title").

: Select the desired response type from the following options: Text, Number, Date or Yes/No.

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By following these steps, you can efficiently use the Candidate Insights feature to streamline your recruitment process and gain deeper insights into each candidate.

2.c) How to use Candidate Insights

In this help article you will find the steps to easily re-evaluate candidates.

When you update the screening criteria for your jobs, it’s important to re-evaluate your candidates to ensure they’re assessed using the latest requirements. Changing the criteria doesn’t automatically update candidate scores, so you’ll need to manually reprocess them.

After changing the criteria, you’ll notice grey bars next to the candidates' scores in the table view. These grey bars indicate that certain new requirements have not yet been analyzed for those candidates:

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 Start by filtering the group of candidates you want to re-evaluate. You can filter by stage, score, or any other relevant criteria. If you want to reprocess all candidates, simply remove any filters.

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2. Select the Candidates to be re-evaluated and Click on the ‘…’ icon:

 Once your candidates are filtered, select the ones you want to re-evaluate and click on the ‘…’ (more options) icon to access additional actions.

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 button. This will begin the re-evaluation process based on the new criteria only for the candidates selected.

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4. Wait a few minutes until the process is complete:

 After following these steps, please wait a few minutes and refresh the screen. The candidates' scores will be updated according to the modified requirements, and the grey bars will disappear. 

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If you have any further questions or need assistance, feel free to reach us at 

2.d) Criteria Calibration & Candidates Re-evaluation

This guide explains how to use the 'Copy Criteria' feature to quickly transfer requirements between jobs, saving time and reducing errors. It also covers creating requirement templates for future use, allowing you to easily apply common criteria across multiple job positions. 

The 'Copy Criteria' feature allows you to quickly transfer requirements from one job to another, saving time and reducing manual errors. In this guide, we will walk you through how to set up and use this feature effectively.

Many job positions share similar requirements. Manually copying and pasting them can be time-consuming and prone to errors. With the 'Copy Criteria' feature, you can easily transfer these requirements between jobs.

1. Navigate to the ‘Analysis’ Tab in your dashboard.

3. Select the job you want to copy from in the dropdown list.

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To create reusable templates for job requirements, you can set up 'template jobs' in Brainner. These jobs won’t be used in actual hiring but will serve as a library of saved requirements. The steps are the following

 of the template. This name will help you identify and select the template from the dropdown list. 

 (this is required for job creation validation, but it won’t affect the template). 

4. Enter the list of requirements to include in the template

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6. If needed, adjust the list of requirements and update the mandatory or preferred options as necessary.

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2.e) How to copy Requirements from other jobs

In this guide you will know how to fully configure your Lever integration with Brainner.

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Setting up the Lever integration

In this guide you will know how to fully configure your Recruitee integration with Brainner.

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Setting up the Recruitee integration

In this guide you will know how to fully configure your Greenhouse integration with Brainner.

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Setting up the Greenhouse integration

Need guidance on how to publish a Job on Brainner and Linkedin?  Let us help you kickstart the process with this quick and easy guide.

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