> For the complete documentation index, see [llms.txt](https://help.dscout.com/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://help.dscout.com/guides/recruiting-with-confidence/selecting-the-right-participants.md).

# Selecting the right participants

Once applications start coming in, it's time to review and rank them so you invite the strongest participants to your mission.

{% hint style="info" %}
**Note:** Keep in mind that there is no manual selection step when utilizing auto-recruitment. Those who qualify based on your screener automatically proceed into your study. The following information only applies when using a standalone screener.
{% endhint %}

### Available "fit" ratings

All participants who aren't knocked out come into your screener as **Eligible** by default. As your team reviews applications, you can bucket them into the following categories:

* **Eligible:** All qualifying participants have this label by default.
* **Good fit:** Good for the study, with a good-quality application.
* **Possible fit:** A backup option in case of under-participation.
* **Bad fit:** A qualifying application, but not a good fit for your study.
* **Low quality:** A poor application. For example, one that didn't follow instructions or where any requested videos didn't come through.

{% hint style="info" %}
**Note:** Dscout automatically buckets some participants as **Low quality** based on short responses to open-ended questions and video responses. However, if you disagree with this assessment, you can always reassign their fit rating manually.
{% endhint %}

### Determining fit

When deciding which of the above "fit" ratings to assign to applicants, here are some tips:

* **Gauge expressiveness through video responses:** Watch any video portions of a response to see how well the participant follows directions and how articulate they are on the topic. Think of it as a final “audition tape” for your mission.
* **Go beyond demographics:** Demographics give you cut-and-dry facts about an applicant, but they don't tell you the full story. Prioritize applicants whose answers are specific, consistent, and easy to follow. Clear storytelling and concrete examples are both traits that tend to translate into stronger study entries.
* **Lean on filters and groups to build your final mix:** Filter applications by key screener answers and profile attributes, then create groups. For example, create groups for “Heavy AI users” and “Light AI users,” to see how things shake out once you hit your target distribution. This makes it easier to balance things out if needed before sending out your invitations.

With these tools under your belt, you're ready to get to screening. The final lesson includes some additional resources to help you along the way: [Recruiting with confidence wrap-up](/guides/recruiting-with-confidence/recruiting-with-confidence-wrap-up.md).


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