Placing people.
THE HARD BOUNDARY
Never screen, rank or score candidates automatically.
A system trained on past placements learns past preferences, including discriminatory ones.
WHERE IT HELPS SAFELY
Writing job adverts Preparing interview questions Drafting candidate and client correspondence Summarising a role's requirements Administrative work
FOR JOB ADVERTS
"Write an advert for [role]. Tasks: [list]. Essential: [short list]. Salary: [range]. Plain language."
Keep essential lists short. Long ones deter qualified applicants.
FOR CANDIDATE COMMUNICATION
Rejections particularly. Most agencies send nothing, which damages reputation.
"Write a brief rejection that is respectful and does not raise false hope."
FOR CLIENT BRIEFS
Structuring a role specification from a client conversation.
WHAT NEVER TO DO
Infer characteristics from a CV Rank applicants by a generated score Make a placement decision automatically
FOR CANDIDATE DATA
Personal data with obligations. Establish what you may send.
