recruiting-sourcing-planner
Skill9 starsChanged 5 months agoMITView on GitHub
Converts a job description into a structured candidate-sourcing workflow. Use when the user provides a role and wants candidate criteria, search terms, source recommendations, and a screening process. Must avoid sourcing on sensitive personal attributes.
In this repository23 other files it gives its agents.
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The file
We split this skill into the rules it gives an agent
4 rules. About 0 are common, 4 are distinctive, and 0 are very specific to this project.
≈0
Common · estimate
Many files like this have a rule of this kind.
≈4
Distinctive · estimate
This author's own choices. Worth a look.
0
Very specific
Tied to their project's names, files or tools. Probably skip.
- Common
- Distinctive
- Very specific
- Distinctive: line 41
Must-have vs nice-to-have skills
- Distinctive: line 48
Do not infer health, religion, ethnicity, sexual orientation, political affiliation, or other sensitive personal attributes.
- Distinctive: line 51
Keep screening consistent across candidates.
- Distinctive: line 82
Search terms may need iteration per platform.
≈ “Common” is an estimate: at least 1 in 5 of the 350,495 skill files we read have a rule of the same kind, not the same words. “Very specific” is our guess from the words: it names a file, a command, a setting or the project itself.
Files
Recruiting Sourcing Planner
Purpose
Convert a job description into a structured candidate-sourcing workflow.
When to use this skill
- Kicking off a new requisition
- Turning a role into Boolean search terms
- Choosing where to source candidates
- Standardizing first-pass screening
When not to use this skill
- You have no job description or criteria
- You want to filter on protected characteristics (never do this)
- You need the sourcing executed now
Required inputs
- A job description
Optional inputs
- Must-have vs nice-to-have skills
- Locations or work authorization
- Target companies
Rules
- Base criteria and terms on professional requirements only.
- Do not infer health, religion, ethnicity, sexual orientation, political affiliation, or other sensitive personal attributes.
- Make exclusion criteria professional and explicit.
- Recommend accessible, public sources.
- Keep screening consistent across candidates.
Process
- Parse the job description.
- Define candidate criteria and profile types.
- Draft search terms.
- Recommend sources and screening fields.
- Define exclusions and a review process.
Output format
Return a sourcing workflow with the following fields:
- candidate_criteria
- target_profile_types
- search_terms
- source_recommendations
- screening_fields
- exclusion_criteria
- review_process
Validation
- Confirm criteria are professional, not personal.
- Confirm search terms reflect requirements.
- Confirm the review process is consistent.
Limitations
- Sourcing plans depend on candidate availability.
- Search terms may need iteration per platform.
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