If anybody wants to writeup a ruleset that mirrors the (definitely fallable) process I used to use, here's the rules:
1. Candidate probably local? {check address, if listed, else check location of previous roles} (required by our clients)
2. Candidate doesn't need sponsorship, probably? {check address, if listed, else check location of previous roles to ensure >5 years working in US, compare against university location} (required by our clients, and saturated market anyway. didn't like this one but that was the job)
3. Candidate has proper job title? {check last job title, ensure it's not >1 year ago, check previous job titles, ensure has had job title for some required amount of time}
4. Candidate has clean work history? {check for gaps between roles, or length of each individual role, look for big gaps or many short jobs} (not necessarily a disqualifier, but will be asked about)
5. Candidate has specific keywords required by position? {scan each job in earliest->oldest chronological order, ensuring recent and decent time spent on {{TECHNOLOGY}}}
If I've gotten to bullet point 5 I'm probably already tapping their phone number into my phone, and doing a final scan for
6. Red flag? {look for political opinions on the resume, opinions of their previous bosses, proudly listed membership of organizations like the KKK (it's happened), too many spelling errors, rants about the job hunting process, odd demands surrounding salary or compensation or work style, or just general signs of weirdness/assholeness/difficult-to-deal-with-ness}