AI Skill Report Card
Recruiting Candidates
Quick Start
1. Job Intake Meeting
- Meet with hiring manager
- Define role requirements, must-haves vs nice-to-haves
- Set timeline and budget expectations
2. Create Job Description
- Write compelling job title and summary
- List specific requirements and qualifications
- Include company culture and benefits
3. Source Candidates
- Post to job boards (LinkedIn, Indeed, company website)
- Search resume databases
- Leverage employee referrals
Recommendation▾
Replace generic steps with concrete methods - instead of 'Search resume databases', specify actual platforms like 'Search Boolean strings on LinkedIn Recruiter: (software engineer OR developer) AND (Python OR Java) -intern'
Workflow
Phase 1: Job Analysis Progress:
- Conduct intake meeting with hiring manager
- Document role requirements and success criteria
- Create job description and posting
- Set up applicant tracking system
Phase 2: Sourcing Progress:
- Post job to multiple channels
- Actively search candidate databases
- Reach out to passive candidates
- Screen incoming applications
Phase 3: Selection Progress:
- Conduct phone/video screenings
- Coordinate interviews with hiring team
- Check references for final candidates
- Present top candidates to hiring manager
Phase 4: Closing Progress:
- Extend verbal offer to selected candidate
- Negotiate compensation and terms
- Send formal offer letter
- Coordinate onboarding process
Recommendation▾
Add real input/output examples with specific numbers, timelines, and outcomes - show actual job descriptions, candidate profiles, and negotiation scenarios with dollar amounts and specific terms
Examples
Example 1: Input: Software Engineer role, 5+ years experience, $100K budget Output: Job posted on 5 platforms, 47 applications received in first week, 8 qualified candidates identified for phone screening
Example 2: Input: Candidate wants $120K, budget is $110K Output: Negotiated package with additional vacation days and remote work flexibility to bridge gap, candidate accepted at $112K
Recommendation▾
Include templates or frameworks like job description templates, interview scorecards, email templates for candidate outreach, and salary negotiation scripts rather than just listing best practices
Best Practices
- Always qualify budget and timeline expectations upfront
- Use behavioral interview questions to assess cultural fit
- Maintain regular communication with candidates throughout process
- Document all interactions in ATS for compliance
- Build talent pipeline for future openings
- Focus on candidate experience - even rejected candidates should feel positive about your company
Common Pitfalls
- Don't oversell the role or company culture
- Don't ghost candidates - always provide closure
- Don't skip reference checks for final candidates
- Don't negotiate without hiring manager approval
- Don't rely solely on resumes - conduct proper screenings
- Don't forget to check employment authorization status