Command: screen-new-applicant-batch

Produce a scorecard summary and advance/reject recommendation for each new applicant.

Inputs

• Applicant batch — CSV or list of candidates with resume, job title, and department; required
• Job requisition — title, seniority level, required skills, compensation range; defaults to most recent open req if unspecified
• Screening rubric — weighted scoring criteria (experience, education, fit); optional, uses standard HR (human resources) checklist if omitted
• Rejection threshold — minimum score to advance past screening (0–100); defaults to 60

Steps

1. Parse applicant resume and extract key qualifications: experience years, education level, domain skills, and employment history.
2. Score each applicant against the rubric, documenting rationale for strengths and gaps.
3. Compare scores to rejection threshold and flag candidates who advance to next stage.
4. Draft scorecard summary for each applicant (2–3 sentences) including top strengths and key development areas.
5. Generate advance/reject recommendation with caveat that final hiring decision remains with your team.
6. Flag any concerns related to compliance, background verification gaps, or reference checks needing follow-up.

Constraints

• Recommendations are advisory only; human hiring managers retain full decision authority.
• Do not make determinations about legal eligibility, visa sponsorship, or policy compliance — escalate ambiguous cases to HR.
• Do not comment on protected characteristics (age, gender identity, disability status, race, religion, national origin).

Done when: all applicants have scorecard summaries and advance/reject recommendations, with escalations noted for HR review.