Instead of a bare number, each criterion's score comes with the source behind it. A candidate rated strong on stakeholder management might have that rating tied to a CV line about leading a cross-department rollout, or to a timestamped answer in a screening interview describing how they handled a difficult client. Where no evidence is found, the score says so rather than guessing.
Scores without evidence ask recruiters to trust a number, which makes it hard to catch mistakes or explain a decision to a candidate, hiring manager or regulator. Linking each rating to its source lets a reviewer check the reasoning in seconds, overrule a score that misreads the CV and spot criteria that are not job-relevant. Across hundreds of applicants, that turns a ranking into something people can audit.