Yes, that's the exact reason you got those CVs in the first place. To assess their suitability. To require every applicant to waste their time to do some test

Yes, that's the exact reason you got those CVs in the first place. To assess their suitability. To require every applicant to waste their time to do some test to save you reading them is phenomenally lazy. Do that after you've done an initial pass over the CVs, and had a conversation with them. Your job opening should have had some sort of "job specification" with "essential" and "desirable" criteria. Take a quick pass over all the CVs. If they don't meet all essential criteria, then put them in a reject pile. For the remaining CVs, order them by how many of the desirable criteria they meet, then take a cut of the top n to contact. If you don't have the time to do this, then HR should. This won't take long; it's a quick yes/no. You look at the remaining CVs in detail after that initial pass and take into account their education, experience etc. Any candidate worth their salt will already have tailored their CV for the job specification to make sure that the essential and desirable criteria are clearly shown on the CV to make your job easier. If it's not clear, then reject it. You'll have that number down to a shortlist of 5 in 60 minutes.