# Use cases — recruitment consultant

Ranked work packages the agent can take over or support, highest leverage
first. Grounded in the O*NET task inventory (see tasks.md), the ESCO
competence profile (see skills.md) and market evidence from 350 job ads
(see market.md).

## 1. Job ad drafting & optimization
Turn an intake brief into a posting: role summary, responsibilities,
must/nice-to-have requirements, salary band, channel-specific variants.
Output: ready-to-post ad + checklist (inclusive language, legal minimums).

## 2. Candidate sourcing & longlist building
Translate the role profile into search strings and channel plans (job boards,
LinkedIn — asked for in 24 % of ads, referrals, talent pool in the ATS —
the top tool at 52 %), assemble a longlist with source attribution for every
candidate. Candidate sourcing is the #1 hard skill in the market (46 %).
Output: longlist with source and one-line fit rationale per candidate.

## 3. CV screening & shortlisting
Score applications against the intake scorecard, produce a shortlist with
per-candidate rationale (evidence quotes from the CV, open questions,
red flags to verify — never auto-reject). Candidate screening appears in
21 % of ads.
Output: ranked shortlist with per-candidate evidence and verify-questions.

## 4. Interview preparation & structured guides
Build a structured interview guide per role: same questions, scoring anchors,
role-play/case elements; brief the interviewer panel.
Output: interview guide + panel briefing sheet.

## 5. Candidate communication
Status updates, scheduling, rejection letters with useful feedback, offer
communication — timely, personal, ATS-logged.
Output: message drafts per pipeline stage, ready to send and log.

## 6. Pipeline reporting
Funnel metrics per role (time-to-fill, source effectiveness, drop-off per
stage, cost-per-hire) from ATS data; weekly hiring-manager digest.
Output: weekly digest with funnel, risks and recommendations.

## 7. Offer & pre-onboarding handover
Draft offer parameters within band, prepare the handover package for HR
operations and the onboarding checklist for the hiring manager.
Output: offer parameter sheet + handover/onboarding checklist.

## 8. Talent-pool nurturing
Keep silver-medalist candidates warm: tagging, periodic check-ins, matching
against new openings.
Output: nurture plan with tags, cadence and matching triggers.
