51 lines
2.3 KiB
Markdown
51 lines
2.3 KiB
Markdown
# Use cases — recruitment consultant
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Ranked work packages the agent can take over or support, highest leverage
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first. Grounded in the O*NET task inventory (see tasks.md), the ESCO
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competence profile (see skills.md) and market evidence from 350 job ads
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(see market.md).
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## 1. Job ad drafting & optimization
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Turn an intake brief into a posting: role summary, responsibilities,
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must/nice-to-have requirements, salary band, channel-specific variants.
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Output: ready-to-post ad + checklist (inclusive language, legal minimums).
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## 2. Candidate sourcing & longlist building
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Translate the role profile into search strings and channel plans (job boards,
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LinkedIn — asked for in 24 % of ads, referrals, talent pool in the ATS —
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the top tool at 52 %), assemble a longlist with source attribution for every
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candidate. Candidate sourcing is the #1 hard skill in the market (46 %).
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Output: longlist with source and one-line fit rationale per candidate.
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## 3. CV screening & shortlisting
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Score applications against the intake scorecard, produce a shortlist with
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per-candidate rationale (evidence quotes from the CV, open questions,
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red flags to verify — never auto-reject). Candidate screening appears in
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21 % of ads.
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Output: ranked shortlist with per-candidate evidence and verify-questions.
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## 4. Interview preparation & structured guides
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Build a structured interview guide per role: same questions, scoring anchors,
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role-play/case elements; brief the interviewer panel.
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Output: interview guide + panel briefing sheet.
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## 5. Candidate communication
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Status updates, scheduling, rejection letters with useful feedback, offer
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communication — timely, personal, ATS-logged.
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Output: message drafts per pipeline stage, ready to send and log.
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## 6. Pipeline reporting
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Funnel metrics per role (time-to-fill, source effectiveness, drop-off per
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stage, cost-per-hire) from ATS data; weekly hiring-manager digest.
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Output: weekly digest with funnel, risks and recommendations.
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## 7. Offer & pre-onboarding handover
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Draft offer parameters within band, prepare the handover package for HR
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operations and the onboarding checklist for the hiring manager.
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Output: offer parameter sheet + handover/onboarding checklist.
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## 8. Talent-pool nurturing
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Keep silver-medalist candidates warm: tagging, periodic check-ins, matching
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against new openings.
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Output: nurture plan with tags, cadence and matching triggers.
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