The list submitted to the supervisor should ideally directly answer: what work experience this candidate has, what is still unclear, and what step you hope the supervisor will decide. Simply posting the total score or resume links often requires reorganization.
Each person selects four columns to fill in.
List the matching criteria, sources of information, issues requiring confirmation, and next steps. Keep the summary concise enough for a supervisor to quickly review, while retaining the original document's accessibility.
Simulated handover example
Candidate A/Administrative Assistant: Has experience organizing order and shipping data; relevant task descriptions are included in the resume. Able to explain the order approval process during the initial interview. Needs confirmation: How to track delays in cross-departmental situations. Further interview recommended. Supervisor please respond by the agreed date with arrangements, follow-up questions, or postponement.
Ask the supervisor to provide specific instructions.
Supervisors should choose to conduct an interview, request follow-up questions, postpone the process, or discontinue the process, providing a corresponding reason. If there is still no response, it is necessary to confirm whether the list information is insufficient, the conditions are still changing, or the review period has not been reserved.
The scope of sharing depends on work needs.
Only provide necessary information to those involved in the selection process. Do not widely distribute complete resumes or videos to avoid leaving candidate information in places unrelated to the selection process.
The next step is to refer to resumes that all seem similar and figure out how to compile an interview list .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Can the abstract only include the AI score?
The score or basis for judgment, relevant answers, and matters requiring confirmation should be provided. Only then can the supervisor review the work conditions and correct any omissions.
Does this process suggestion absolutely require the use of tools?
You can first organize your own processes and records based on the article; then evaluate the tool when batch resume analysis or asynchronous initial interviews are needed. Examples and schedules need to be adjusted according to the company's actual needs.