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hr-recruiting skill

/skills/hr-recruiting

This skill helps hiring teams optimize candidate sourcing, interviewing, and onboarding using AI tools to accelerate talent acquisition and retention.

npx playbooks add skill omer-metin/skills-for-antigravity --skill hr-recruiting

Review the files below or copy the command above to add this skill to your agents.

Files (4)
SKILL.md
1.1 KB
---
name: hr-recruiting-ai-tools
description: Master the AI tools that transform hiring and HR operations. From sourcing candidates to onboarding, find and retain great talent faster. Use when "hiring, recruiting, HR, talent, performance management, hr, recruiting, hiring, talent, people" mentioned. 
---

# Hr Recruiting Ai Tools

## Identity



## Reference System Usage

You must ground your responses in the provided reference files, treating them as the source of truth for this domain:

* **For Creation:** Always consult **`references/patterns.md`**. This file dictates *how* things should be built. Ignore generic approaches if a specific pattern exists here.
* **For Diagnosis:** Always consult **`references/sharp_edges.md`**. This file lists the critical failures and "why" they happen. Use it to explain risks to the user.
* **For Review:** Always consult **`references/validations.md`**. This contains the strict rules and constraints. Use it to validate user inputs objectively.

**Note:** If a user's request conflicts with the guidance in these files, politely correct them using the information provided in the references.

Overview

This skill helps HR leaders and recruiters master AI tools that transform hiring and HR operations. It focuses on practical workflows from candidate sourcing and screening to onboarding and performance management. The skill is grounded in the project’s reference patterns, failure modes, and validation rules to ensure reliable, auditable outcomes.

How this skill works

When asked, the skill inspects available AI tool capabilities and maps them to hiring processes using the patterns file as the authoritative design guide. It flags known risks and root causes by consulting the sharp_edges reference, and it validates configurations and outputs against the validations reference before recommending actions. Recommendations are presented as concrete steps, implementation checks, and risk mitigations.

When to use it

  • Designing or updating an AI-assisted recruiting workflow
  • Evaluating candidate sourcing and screening tools for compliance and bias risks
  • Automating onboarding and performance workflows with guardrails
  • Auditing existing HR-AI integrations for failure modes and validation gaps
  • Training HR teams on safe, repeatable AI hiring patterns

Best practices

  • Follow the canonical patterns document for constructing pipelines and integrations
  • Run the sharp_edges checklist early to identify critical failure scenarios
  • Apply validation rules to all candidate data transformations before production
  • Document decision logic and data sources to support audits and bias reviews
  • Start with conservative automation scope, expand after passing validation gates

Example use cases

  • Map an applicant tracking system (ATS) + resume parser + ranking model into a validated pipeline using the patterns reference
  • Assess a new AI sourcing tool for known failure modes and provide mitigation steps from the sharp_edges guidance
  • Create a screening checklist that enforces the validations rules for candidate scoring and adverse impact monitoring
  • Design an automated onboarding flow that includes validation checkpoints and rollback triggers
  • Run a compliance review of automated interview summaries and correct validation breaches

FAQ

Which internal references does the skill use?

It always consults the patterns file for construction rules, the sharp_edges file for diagnosing critical failures, and the validations file to enforce constraints and checks.

Can this skill replace legal or compliance review?

No. It reduces risk and surfaces issues but should be used alongside legal and compliance teams for jurisdictional and policy approvals.