Questions tied to the target job
Each role can define screening questions that belong to that specific job. The system validates submitted answers so a profile cannot attach answers from a different job context.
Evaluation mechanics
Structured candidate vetting
Structured candidate vetting means every applicant is evaluated through a defined set of job-relevant inputs rather than through informal resume scanning. The system should validate question answers, calculate scores consistently, and preserve the reasoning behind each outcome.
Unstructured screening creates uneven decisions because recruiters rely on different heuristics and vendor tools often collapse multiple steps into one ranking. That makes it harder to compare profiles fairly and harder to audit how a shortlist was formed.
Recruitment orchestration supports better structure because the hiring workflow can require explicit inputs at each stage. Vekt uses screening questions, resume extraction, weighted scoring, and recruiter review as connected parts of the same evaluation process.
Process
How structured vetting works
The goal is not to remove judgment. The goal is to make candidate evaluation more explicit, consistent, and reviewable.
Scoring tied to visible criteria
Resume content is evaluated against the job description using a weighted formula. That score becomes one traceable input in the decision flow rather than an unexplained rank.
How candidate scoring is structured
After an individual applies, the resume text is extracted and compared with the role definition. The system evaluates relevance and experience, computes a weighted score, and records the output alongside the candidate's answers and workflow state.
This mechanism matters because it turns evaluation into a reproducible process. It also supports privacy-aware retention by keeping scoring, status changes, and later deletion rules attached to the same profile lifecycle.
Trade-offs
Why structured vetting is preferable to resume filtering
Resume filtering can be fast, but it usually hides the basis for evaluation. Structured vetting is slower to define initially and stronger to govern over time.
More setup, more clarity
Teams must define job-specific criteria and maintain question sets, but they gain clearer evaluation logic and more stable review standards.
Better fit for compliance-sensitive teams
Explicit workflows align with recruitment orchestration because each decision stage can be audited instead of inferred after the fact.
Vekt treats vetting as a structured workflow, not as hidden resume filtering. That is the operational basis for explainable scoring, repeatable review, and auditable hiring infrastructure.