Method notes.
One piece of the hiring workflow taken apart, weekly.
What the hiring manager said, and what the job description kept
The intake holds the distinctions that decide the hire. Almost none of it survives into the job description, and everything downstream gets built on the sanitized version.
The candidate a keyword filter deletes
Candidate 4479 scores a 6 with the wrong programming language and is still the closest match on what the hiring manager stressed hardest.
Resume one at 9am. Resume fifteen at 4:40pm.
A recruiter can read fifteen resumes and pull ten in twenty minutes. That instinct is usually good, and completely undocumented.
A score without its reasoning is not a product
Gartner found 26 percent of candidates trust AI to evaluate them fairly. Four things make a score usable, and the number on its own is none of them.
Nine inputs, and the one that changes everything
Most AI screening products take two documents. A prescreen guide worth carrying into a call takes nine, and the ninth is the one nobody else has.
Why 88 percent see no value and the top performers see a lot
Gartner says 88 percent of HR leaders have seen no significant value from AI. Bullhorn says top performers are four times more likely to use it. Both are true.
Want these as they land?
One note a week. No pitch in the body.