فرز السير الذاتية بقوائم مختصرة مبرَّرة

المتطلبات تصف قدرات يحتاجها النمط في بيئتك، مو الموردين اللي لازم تشتريهم. أي نظام يملأ متطلباً يحقّقه — وهذا اللي يخلّي الكتالوج قابلاً للنقل عبر الذيل الطويل من أدوات الشركات الصغيرة والمتوسطة.

1. application_intake

   مطلوبقراءةحدث

   Where applications arrive with resume and any structured information from the application form.

   شكل البيانات

   Per-application: resume document, cover letter if provided, structured form responses, application timestamp, role applied to.
   يُملأ عادةً بواسطة

   • applicant tracking system intake
   • career site form submissions
   • agency-sourced application portal
   • referral submissions
2. role_specification_corpus

   مطلوبقراءةمجموعة

   Structured definitions of what each role requires. Critical: vague specifications produce vague scoring; specific specifications produce useful shortlists.

   شكل البيانات

   Per-role: must-have qualifications, nice-to-have qualifications, disqualifiers, examples of strong and weak candidates, weighting between criteria.
   يُملأ عادةً بواسطة

   • role specifications co-authored during engagement with each hiring manager
   • structured role library in the ATS
   • internal role definition document refined per opening
3. shortlist_destination

   مطلوبكتابةدفعة

   Where the scored shortlist lands for the hiring manager and recruiter to act on.

   شكل البيانات

   Ranked candidates with score, top reasons for the ranking, specific signals matched and missed, suggested interview focus areas.
   يُملأ عادةً بواسطة

   • shortlist view in the ATS
   • weekly digest to the hiring manager
   • dashboard with sortable candidates
4. bias_auditing_loop

   مطلوبقراءة + كتابةدفعة

   Statistical monitoring of how the pattern's scoring distributes across protected characteristics (where lawfully captured), with flags for disparate impact.

   شكل البيانات

   Aggregate statistics on score distributions vs. demographic data when available, monitored cohort-level rather than individual-level.
   يُملأ عادةً بواسطة

   • EEO data tracking in the ATS
   • structured fairness review process built for the engagement
   • monthly audit by people ops
5. human_decision_capture

   مطلوبقراءةحدث

   Final hiring decisions captured back so the pattern learns what actually predicts good hires vs. what predicts being shortlisted.

   شكل البيانات

   Per-candidate: shortlist score, interview outcomes, offer status, ultimate hire status, optionally early-tenure performance.
   يُملأ عادةً بواسطة

   • ATS stage progression
   • hiring decision records
   • performance review data linked back over time
6. redaction_layer

   مطلوبقراءةطلب

   Removes signals that should not influence scoring: names where used as proxies, photos, addresses to the extent they encode demographics. The redaction is for the model's view, not the recruiter's.

   شكل البيانات

   Per-application processed view with sensitive fields blanked or hashed.
   يُملأ عادةً بواسطة

   • redaction module built for the engagement
   • fairness-aware preprocessing in the ATS
   • structured field stripping before scoring