Hr Candidate Detail Report Copilot

HR Candidate Detail Report

Purpose

Explain why each candidate received a score and hiring recommendation.

Use this skill after an initial ranking, or when the user wants detailed candidate-by-candidate analysis.

Inputs

Accept:

• JD text or JD file.
• Resume text or extracted resume files.
• Existing candidate ranking output.
• Candidate names selected by the user.

If the ranking score is already available, preserve it unless the user asks to rescore.

Shared Resources

Use HR Agent Copilot shared files:

• ../references/scoring-rubric.md
• ../references/report-template.md

If installed in a flattened environment, locate equivalent references/ paths near the skill root.

Optional LLM Wiki Augmentation

This skill declares its memory contract in scp.yml. Before the main business workflow, read ../references/llm-wiki-integration.md, run the resolve-config preflight, and apply the declared query flow when HR memory is enabled. If any runtime step fails, follow the shared fallback contract and complete the original workflow.

Workflow

When the user names a candidate without supplying the resume again, apply the shared Candidate Resolution flow before concluding that the resume is missing. Do not search Graph output or candidate directories as a fallback.

For each candidate:

1. Re-read the JD's must-have and nice-to-have requirements.
2. Extract candidate facts from the resume.
3. Explain the score by dimension:
   • Role match.
   • Technical/professional depth.
   • Education and major.
   • Stability.
   • Project and company quality.
   • Risk control.
4. Identify strengths.
5. Identify weaknesses.
6. Identify risk signals.
7. List interview verification points.
8. Give a recommendation:
   • Strongly recommend interview.
   • Recommend interview.
   • Backup interview.
   • Do not prioritize.
   • Reject for this role.

Detail Report Structure

Use this structure:

## [Candidate Name]

Overall recommendation: [...]

Score: [x]/100

### Why This Score

- Role match:
- Technical depth:
- Education and major:
- Stability:
- Project/company quality:
- Risk control:

### Strengths

1. ...

### Weaknesses

1. ...

### Risk Signals

1. ...

### Verification Points

1. ...

### One-Sentence Summary

...

Analysis Rules

• Separate resume facts from judgments.
• Treat ambiguous claims as verification points.
• Do not automatically reject outsourcing or short tenure; explain the risk.
• Do not use protected attributes as hiring reasons.
• Use age only if the user explicitly asks and only as role-level or career-stage fit.
• Keep the summary practical for HR or hiring managers.

Output Style

When comparing multiple candidates, use a compact table first, then details.

When the user asks for a short answer, provide one-sentence summaries only.