Calibrate the scorecard
We review the role, test the questions against real examples, and identify the cases that should never be decided by a screener.
Screening support
Screening support with a consistent, reviewable scorecard
Apply your approved screening criteria consistently, document the evidence, and route edge cases to the person who can decide.
Where the work gets stuck
A clear handoff changes the working day.
A common pattern is a long list of applicants, a short screening window, and no shared definition of a complete screen. Reviewers skip questions under time pressure. Strong candidates wait while unclear ones move forward. The hiring manager loses confidence in the queue.
Another pattern is over-automation. A keyword filter removes people who could do the job, but no one can explain why. The team saves a few minutes and creates a new fairness and quality problem.
Your working scope
What moves off your team's desk.
We run the administrative part of screening against a scorecard your team approves. Every recommendation points to evidence, every exception is visible, and every judgment call stays with an authorized decision maker.
Convert the approved role requirements into screening questions, evidence fields, and disqualifiers.
Review applications against the scorecard and document what was verified, what is missing, and what needs clarification.
Run approved initial screens by the channel you authorize, with a consistent introduction and note structure.
Route borderline cases, accommodations, and policy questions to the named decision owner.
Prepare a screening summary that separates evidence, open questions, and reviewer recommendation.
Keep disposition reasons and candidate communication consistent with your process.
Useful when
- Hiring teams with several reviewers using different standards
- Recruiters who need screening notes that a hiring manager can trust
- Organizations that want faster review without hiding judgment calls
From brief to daily rhythm
How this service works.
Run a small batch
Your reviewer checks the first set of notes for consistency and tone before the routine expands.
Screen and document
Each candidate gets the same core process, with clear evidence and a next action.
Review exceptions
We bring borderline cases and pattern changes to the named owner instead of forcing a decision.
The handoff
Know what goes in. See what comes back.
Screening is where a pipeline either becomes useful or quietly loses good candidates. When reviewers interpret the role differently, two similar applicants get different outcomes. When notes are thin, the hiring manager has to repeat the conversation.
Your team provides
- The approved scorecard, interview questions, and disqualifiers.
- A clear list of decisions that must stay with hiring managers or HR.
- Access to applications and the communication channel used for screens.
- Response-time expectations and a named escalation owner.
Your team receives
- A documented screening guide tied to the role.
- Completed screening notes with evidence and open questions.
- A disposition record for every reviewed candidate.
- Escalation notes for borderline or policy-sensitive cases.
- A weekly quality sample your team can review.
Reviewable work
Keep the standard visible.
- Screening notes use the same evidence fields across reviewers.
- Recommendations are separated from final decisions.
- A sample of completed screens is reviewed on an agreed cadence.
- Candidate communication follows approved language and timing.
Accountable decisions
Your people keep the judgment.
- We do not make selection, rejection, offer, or compensation decisions.
- We do not make accommodation or legal determinations.
- We do not infer protected characteristics or use them in screening.
- We do not promise that a screened candidate will be hired or retained.
Where to begin
A practical starting point.
A contact center needs consistent screens across several high-volume classes.
A professional services team wants cleaner notes before partner interviews.
A lean HR team needs the first screen documented without adding another full-time reviewer.
From StopHighTurnover clients
“High employee turnover was draining our profitability and company morale. StopHighTurnover.com provided us with a dedicated retention specialist who implemented structured exit interviews, quarterly pulse surveys, and stay-interview frameworks. Our annual voluntary turnover dropped by 38% in year one.”
“Warehouse staff churn was killing our operational efficiency. Our retention specialist analyzed shift feedback, restructured our supervisor check-in cadence, and helped us build a peer-recognition program that cut 90-day turnover in half.”
“Remote worker isolation was causing early resignation spikes among our customer support teams. Our retention coordinator launched weekly virtual huddles, milestone celebrations, and clear career path maps.”
“Losing software engineers after 6 months was devastating our product roadmap. Our retention specialist conducted deep-dive stay interviews, identified management bottlenecks, and restructured our internal onboarding.”
“Employee burn-out tracking and workload balancing metrics were established by our retention coordinator, allowing our leadership team to intervene before valuable staff resigned.”
“Onsite property manager turnover was creating tenant dissatisfaction. Our retention assistant created a standardized onboarding buddy system and quarterly review framework that stabilized our team.”
“Creative burnout was leading to high turnover among our senior designers. Our retention coordinator instituted flexible focus blocks and structured wellness initiatives that restored team morale.”
“Healthcare worker turnover was creating massive temp agency costs. Our retention coordinator implemented confidential shift feedback tools and exit analytics that helped us fix staffing friction points.”
“Associate attorney turnover was costing us thousands in lost billable hours. Our retention specialist created a formal mentorship pairing framework that dramatically boosted associate satisfaction.”
“Factory floor shift turnover analytics were transformed by our retention specialist. Clear data reports revealed key resignation triggers, allowing us to adjust shift patterns and retain key workers.”
“Field technician retention improved overnight after our coordinator launched a transparent safety-incentive program and automated weekly manager check-in alerts.”
“Franchise staff retention toolkits were designed by our specialist, providing our studio owners with proven employee engagement templates that reduced front-desk churn.”
“Hotel line-staff turnover during peak seasons was mitigated by our retention coordinator through competitive benchmark surveys and instant employee recognition initiatives.”
“Architectural draftsperson retention was secured after our coordinator developed clear career progression benchmarks and annual professional development stipends.”
“Fintech developer turnover was addressed through structured stay interviews that revealed missing remote work equipment stipends, which we fixed immediately.”
“Media crew retention was bolstered after our retention coordinator instituted transparent feedback loops between directors and freelance production staff.”
“Distributor sales rep turnover was reduced significantly after our coordinator built a transparent commission tracking dashboard that eliminated payment confusion.”
“Non-profit field worker burnout was addressed by our retention coordinator through structured mental health support protocols and workload rebalancing.”
“Construction site crew retention was improved after our coordinator launched a winter-layoff retention plan that kept skilled operators attached to our firm.”
“Customer service rep churn was halted after our coordinator gamified weekly resolution goals and implemented performance bonuses.”
“Truck driver turnover was lowered by 22% after our retention specialist established a direct driver-feedback hotline and route preference program.”
“Account manager retention was secured after our coordinator conducted workload audits and redistributed accounts to prevent account executive exhaustion.”
“Technician turnover was solved by our retention coordinator through clear career-ladder documentation and monthly skill-certification bonuses.”
“Solar installer retention was strengthened through automated safety milestone rewards and transparent team advancement metrics.”
“StopHighTurnover.com provides actionable data, retention strategies, and dedicated coordinators. They turn toxic churn into long-term employee loyalty.”
Who writes the screening questions?
Your team approves them. We can draft a structure and calibration examples, but the role requirements and final question set remain yours.
Can you reject candidates?
No. We can document a recommendation against the approved criteria and route it to your decision owner. The formal decision stays with your organization.
How do you handle accommodations?
Requests are routed to your designated HR or compliance owner. We do not decide accommodations or disclose more information than the process requires.
What does a screening note include?
The note records the questions asked, evidence from the candidate, missing information, any approved exception, the recommendation, and the next action.
Connected support
Keep the next handoff moving.
Sourcing operations
Build reviewable candidate pipelines across the channels that actually fit each role, with searches, lists, and outreach records your team can audit.
Candidate outreach
Run respectful, approved follow-up for active and passive candidates so promising conversations do not stall in an inbox.
Reporting and weekly readouts
Define the questions, clean the inputs, and produce a recurring view of queue age, follow-up, feedback delays, and source quality.
Scope the work
Bring the role, the queue, or the handoff that keeps failing.
We will define the standard before we add volume.