AI-Assisted Talent Acquisition
A guided, multi-course journey that builds this skill from the ground up. Work through the chapters in order, or jump to any lesson.
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What “Compliant” Means in AI-Assisted HiringJob-Related and Defensible: Turning Criteria Into Evidence-Based RationalesDisparate Impact Risk: Where It Enters the WorkflowIs It an AEDT-Like Tool? Recognizing Scoring, Ranking, and Filtering RiskJurisdiction Triggers I: NYC Local Law 144 and Illinois Video Interview AIJurisdiction Triggers II: Colorado, GDPR, and California—Human Review and Escalation Questions
From Intake Notes to a Calibrated Job Description DraftInclusive and Job-Related JD Rewrites Without Credential InflationSourcing Persona and Adjacent-Title Mapping With a Human Reality CheckBoolean and X-Ray Strings You Can Reuse and ImproveOutreach Drafts With Tone Control, Safe Personalization, and Minimal Logging
From Job Description to Screening RubricEvidence-Mapped Resume Summaries With Unknowns LabeledNeutral, Evidence-Based Screening Notes: Removing OverclaimingPrompting to Prevent Ranking and Preserve Human JudgmentStructured Interview Guide Aligned to the RubricScorecards, Jurisdiction Triggers, and Documented Human Review
Debrief Summaries: Evidence-to-Rubric Mapping Without OverreachRemove AI Certainty: Make Human Decision Ownership ExplicitCandidate Communications: Templates With Tone, Equity, and Process IntegrityThe Safe Details Rule: Prevent Leaks, Speculation, and Inconsistent RationalesLightweight TA AI Governance: Policy, Checklist, Escalation, and Logging