30 lines
1.3 KiB
Markdown
30 lines
1.3 KiB
Markdown
# Quality criteria — recruitment consultant deliverables
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Acceptance checks applied before any deliverable leaves the agent.
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## Every deliverable
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- [ ] Grounded in the intake answers (no invented requirements or salaries)
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- [ ] Bias check done: no age/gender/origin-coded wording, requirements
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justified by the job (not "culture fit" as a catch-all)
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- [ ] Personal data handled per policy: no candidate PII in documents that
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leave the hiring team; retention rules respected
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- [ ] Logged in the ATS (system of record), not in loose files
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## Job ads
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- [ ] Requirements split must-have vs. nice-to-have (max. 5 must-haves)
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- [ ] Salary/benefits stated where legally required or channel-standard
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- [ ] Inclusive language verified; readability suited to the target group
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## Shortlists & screening
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- [ ] Every score traceable to evidence (quote or fact from the application)
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- [ ] Rejections carry a reason a human can defend on inquiry
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- [ ] No automated final rejection — human review documented
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## Interview guides
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- [ ] Structured: identical core questions + scoring anchors per question
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- [ ] Job-related exercises only; time-boxed; panel roles assigned
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## Reporting
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- [ ] Funnel numbers reconcile with the ATS (source of truth)
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- [ ] Metrics defined (time-to-fill, source effectiveness) and dated
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