HR & RecruitmentPilot
Resume screening and interview scheduling
- The problem
- Recruiters read a large number of applications for every role.
- How AI helps
- AI ranks resumes against the stated criteria, drafts replies and proposes interview slots.
- Start with
- Language model, applicant tracking system or spreadsheet, calendar.
- Guardrails
- Score only against job criteria, check for bias and keep the final decision with a person.
Full details
Example in practice
Two hundred resumes for an accountant role are scored against must-have and nice-to-have criteria. The recruiter sees the top 20 with reasons, and the system proposes interview slots.
How it works
- Write the job criteria and the weight of each.
- Extract structured details from resumes.
- Score against the criteria with an explanation for every score.
- The recruiter reviews, including those scored low, before any decision.
Data you need
Job description, criteria and resumes with candidate consent.
Measure success
- Time to shortlist
- Interview-to-offer ratio
- Candidates wrongly screened out found in audit
- Candidate response time
Indicative rollout
Weeks 1-2: define scope, collect data and agree success measures. Weeks 3-6: build and run in parallel with the current process. Weeks 7-8: review accuracy and effort saved, then decide whether to scale. Timing is indicative and depends on your data and systems.
Data handling
Use approved tools only, keep personal and confidential data protected as required by law (for example the Digital Personal Data Protection Act, 2023 in India), and keep a person responsible for every decision that affects people.