1.3 KiB
1.3 KiB
Quality criteria — recruitment consultant deliverables
Acceptance checks applied before any deliverable leaves the agent.
Every deliverable
- Grounded in the intake answers (no invented requirements or salaries)
- Bias check done: no age/gender/origin-coded wording, requirements justified by the job (not "culture fit" as a catch-all)
- Personal data handled per policy: no candidate PII in documents that leave the hiring team; retention rules respected
- Logged in the ATS (system of record), not in loose files
Job ads
- Requirements split must-have vs. nice-to-have (max. 5 must-haves)
- Salary/benefits stated where legally required or channel-standard
- Inclusive language verified; readability suited to the target group
Shortlists & screening
- Every score traceable to evidence (quote or fact from the application)
- Rejections carry a reason a human can defend on inquiry
- No automated final rejection — human review documented
Interview guides
- Structured: identical core questions + scoring anchors per question
- Job-related exercises only; time-boxed; panel roles assigned
Reporting
- Funnel numbers reconcile with the ATS (source of truth)
- Metrics defined (time-to-fill, source effectiveness) and dated