As the Growth Lead at a rapidly expanding SaaS company, you're reviewing your team's screening process for hiring new growth marketers. You notice the following patterns in your recent hires:
- Pattern A: Candidates with prestigious degrees are always moved to the interview stage, regardless of their practical experience.
- Pattern B: Candidates are immediately disqualified if they don't have exactly 5 years of experience in SaaS marketing.
- Pattern C: Candidates who show high enthusiasm and relevant skills in their cover letters are given a brief initial call, even if their resumes don't perfectly match all criteria.
- Pattern D: Referrals from high-performing team members are fast-tracked to the interview stage after a quick resume check.
- Pattern E: All candidates complete a 30-minute online assessment focusing on critical thinking and problem-solving skills before the first interview.
Which of these patterns best align with effective screening practices, considering the balance between efficiency and thoroughness?