What is an evidence gap?
An evidence gap is a requirement for which the available application material does not provide enough support to make the next review step. It is not evidence that the capability is absent. A CV may omit a responsibility, use different terminology, or describe an outcome without showing the candidate's personal contribution.
Why should a gap become a question?
An interview is useful when it gathers information the documents cannot reliably provide. Structured selection guidance recommends job-relevant criteria and consistent questions. Treat the gap as a request for clarification, not as an automatic downgrade or rejection.
How do you map a gap to a question?
Use this four-part map: requirement, supported evidence, missing evidence, and question. Name the observable behaviour you need, record what the CV actually says, then ask for one specific example. Add two or three neutral probes such as “What was your responsibility?”, “What changed?”, and “How did you verify the result?”
What makes a question comparable?
Ask every relevant candidate the same core question, define the evidence to listen for, and separate follow-up probes from improvised judgement. A question should test one requirement, avoid unnecessary personal information, and allow an answer in the candidate's own words. Use a simple note such as supported, clarified, still not evidenced, or contradicted; do not convert a missing answer into a hidden score.
Worked example: from gap to interview prompt
Requirement: “Can lead a documented safety handover.” The CV lists shift leadership but does not show a handover. Ask: “Describe one safety handover you personally led. What did you verify, who received it, and what record did you create?” Probe responsibility, sequence, and outcome. The interviewer records the evidence and uncertainty, then makes the human decision against the agreed requirement.
Interview-question checklist
- The question names one approved requirement.
- The team has recorded what the CV supports and what is missing.
- The question asks for observable action, context, and result.
- The same core prompt and evidence notes will be used consistently.
- A non-answer is handled as unresolved evidence unless an approved entry condition applies.
- The question does not request unnecessary sensitive information.
Skilltage guidance and limits
Skilltage guidance: use requirement-level evidence and visible uncertainty to prepare a focused human follow-up. Skilltage supports AI-assisted CV evidence review; it does not decide what a candidate can do, conduct an interview, or automatically generate a hiring verdict. Interviewers remain responsible for the question, notes, accommodations, and decision.
A structured question cannot prove fairness, validity, or legal compliance. Validate selection practices locally, provide reasonable accommodations, and avoid questions about protected or sensitive matters unless a verified, necessary basis exists.
Next step
Choose one unresolved requirement from your next review. Write the supported evidence, the missing evidence, one core question, and the probes before inviting the candidate. For the underlying review rule, read why missing evidence is not negative evidence.
Related resources
Continue with the evidence-first CV screening guide and the structured hiring requirements framework before applying the question consistently across candidates.