Practical guides to AI-assisted hiring: define the opening, review candidate evidence, and decide what to ask next.
A worked example of checking an AI-polished resume: separate the claim, the candidate’s contribution and the questions worth asking.
Read article: The resume sounds impressive. What did the candidate actually do?Follow one application from an inflated AI summary to a corrected reviewer note and a useful interview question.
Read article: “Human reviewed” should mean somebody checked the applicationA reference architecture for treating candidate documents as untrusted input, validating assessment output and keeping hiring actions under human control.
Read article: A resume must not be able to rewrite your screening instructionsAn approval and execution design for recruiting agents: inspect the exact action, check changed state and handle retries without assuming success.
Read article: An agent can draft the invitation. Who is allowed to send it?Map the candidate-data route before an AI assessment: retain useful context, limit unnecessary inputs and check logs, exports and generated summaries.
Read article: The screening task needs the project example. Does it need the whole file?A practical review-record design linking application and criterion versions, the saved AI output, a reviewer’s correction and the next decision.
Read article: Save the assessment the reviewer saw, and the correction they madeA workable pilot plan: one opening, an independent human reading, a correction log and a clear decision about whether to continue.
Read article: Try AI screening on one opening before you roll it outA ready-to-adapt support exercise: a customer message, an unsupported promise, shared tool rules and a rubric for checking the candidate’s decisions.
Read article: If candidates can use AI, make the exercise test their judgementA sample interview exchange showing how common questions and focused follow-ups reveal responsibility and reasoning beyond a polished opening answer.
Read article: A rehearsed interview answer still needs a follow-upA worked translation example showing how to preserve original terms, check responsibility and avoid turning a fluent translation into an unsupported hiring claim.
Read article: A translated job title can change the whole assessmentDefine what the opening needs, turn requirements into evidence, and build a reusable screening worksheet.
Read article: Your job description is ready. Your screening criteria probably aren't.Compare uneven evidence without filling in the gaps. Use a worked matrix to plan your next questions.
Read article: How to compare a shortlist when the evidence is unevenGoogle Analytics helps us understand which pages people read. It loads only if you allow it. Advertising tracking stays off.
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