I've been re-engineering the pre-screening process for two companies (one F500, one startup) to account for LLMs. The trick (for now) is to include subtle clues

I've been re-engineering the pre-screening process for two companies (one F500, one startup) to account for LLMs. The trick (for now) is to include subtle clues that LLMs will miss but savvy/experienced humans will notice and incorporate into the answer. The goal of pre-screening is to knock-out the bottom 80-90% of candidates who are "perfectly decent" but not actually good enough to survive a battery of interviews.