skillfactor-pipeline/skills/recruitment-consultant/references/usecases.md

Use cases — recruitment consultant

Ranked work packages the agent can take over or support, highest leverage first. Grounded in the O*NET task inventory (see tasks.md), the ESCO competence profile (see skills.md) and market evidence from 350 job ads (see market.md).

1. Job ad drafting & optimization

Turn an intake brief into a posting: role summary, responsibilities, must/nice-to-have requirements, salary band, channel-specific variants. Output: ready-to-post ad + checklist (inclusive language, legal minimums).

2. Candidate sourcing & longlist building

Translate the role profile into search strings and channel plans (job boards, LinkedIn — asked for in 24 % of ads, referrals, talent pool in the ATS — the top tool at 52 %), assemble a longlist with source attribution for every candidate. Candidate sourcing is the #1 hard skill in the market (46 %). Output: longlist with source and one-line fit rationale per candidate.

3. CV screening & shortlisting

Score applications against the intake scorecard, produce a shortlist with per-candidate rationale (evidence quotes from the CV, open questions, red flags to verify — never auto-reject). Candidate screening appears in 21 % of ads. Output: ranked shortlist with per-candidate evidence and verify-questions.

4. Interview preparation & structured guides

Build a structured interview guide per role: same questions, scoring anchors, role-play/case elements; brief the interviewer panel. Output: interview guide + panel briefing sheet.

5. Candidate communication

Status updates, scheduling, rejection letters with useful feedback, offer communication — timely, personal, ATS-logged. Output: message drafts per pipeline stage, ready to send and log.

6. Pipeline reporting

Funnel metrics per role (time-to-fill, source effectiveness, drop-off per stage, cost-per-hire) from ATS data; weekly hiring-manager digest. Output: weekly digest with funnel, risks and recommendations.

7. Offer & pre-onboarding handover

Draft offer parameters within band, prepare the handover package for HR operations and the onboarding checklist for the hiring manager. Output: offer parameter sheet + handover/onboarding checklist.

8. Talent-pool nurturing

Keep silver-medalist candidates warm: tagging, periodic check-ins, matching against new openings. Output: nurture plan with tags, cadence and matching triggers.