mondayfoundChoose the task precisely
Drafting a vacancy description and recommending whom to reject are very different activities. Begin with a task whose output a recruiter can readily check. Specify allowed inputs, the intended output and the person responsible for reviewing it. Avoid treating fluent language as evidence that the underlying information is correct.
Use a risk framework
NIST organises its AI Risk Management Framework around Govern, Map, Measure and Manage. Applied to recruitment, this provides a useful set of questions: who owns the tool, where is it used, how will problems be detected and what happens when performance is unacceptable? The workflow below is an editorial application of that framework.
Evaluate with realistic examples
Build a review set that includes incomplete resumes, unusual career paths and ambiguous job requirements. Check factual accuracy, unsupported inferences and whether reviewers can trace a summary back to its source. Keep sensitive candidate information out of unapproved tools. Record tool versions and review changes before treating earlier evaluation results as transferable.
Keep intervention practical
Reviewers need enough time, source information and authority to correct an output. A nominal approval button is not meaningful oversight. Define a fallback process and an owner who can stop the workflow. Expand the use case only when the team can explain both the benefit and the remaining limitations.