Keeping the evidence file for an automated screening tool
Ranking or scoring candidates brings a file with it. One city requires an audit by an independent party that has to be recent, not one done years ago, with a summary posted publicly and notice to candidates ahead of use. A state bars postal code as a stand in for a protected class, and another holds the criteria and the inputs on a retention duty. Nothing raises an error when an audit ages past its window, when the notice disappears in a site rebuild or when a vendor ships a new model.
The parser reads the resume, then somebody corrects the employment dates it merged, which is most of the time it was supposed to save.
Resumes arrive in every format that has ever existed, including scans with no text layer and designed templates in two columns that get read in the wrong order. Parsing is nearly always a third-party component, and its characteristic failure is employment history: dates written as ranges with words in them produce merged employers and wrong tenure.
- Bullhorn
- Textkernel
- Google Sheets
When this is the wrong thing to build
Pick something else if you do not rank or score at all, which is cheaper and often right. Once a tool orders candidates for somebody to work down, you are inside the rules whether or not you call the output a decision, and the file has to exist anyway.
The constraint that shapes it
This is the sector where the boundary is sharpest, and it is worth stating plainly: rejection is the regulated act, not enrichment. More on how this sector works.
No alarm goes off when a thing simply stops arriving. Read what this shape is, or start from one of these.
- Noticing that an agent licence has quietly lapsed
- Watching an MLS feed for the day it goes quiet
- Catching a lapse date nobody put on a calendar
- Closing the registration window before it closes you
- Scheduling the visits a membership already promised
- Closing the permit that never got its final inspection
- How recent does a bias audit have to be to count?
- Does an employment agency need its own audit for a screening tool?
- Where does the candidate notice for an automated tool have to appear?
- What records prove which criteria a scoring tool actually used?
- Who audits a screening tool when the vendor built the model?
Back to recruiting and staffing, or see how this is priced and scoped.