resume-screening

name	resume-screening
description	Extract candidate information from existing resume text or parsed resume content and provide preliminary screening based on an optional JD or screening criteria. Use when the user asks for 简历初筛, 简历筛选, 候选人评估, 候选人摘要, 简历提取, 简历结构化, JD匹配, 岗位匹配, 面试问题, 是否进入下一轮, HR初筛, 人才库录入, resume screening, candidate screening, CV screening, JD matching, interview questions, or talent pool entry.
when_to_use	Use this skill only after resume content is already available from pasted text, chat context, or the system document parser. Do not use it to directly read, parse, extract, OCR, or inspect uploaded PDF, Word, TXT, scanned resume files, or other file bytes. If no JD is provided, only summarize the resume and extract general capabilities; do not produce a job-fit judgment. If the user asks to export the screening result as Word, PDF, Markdown, or another file, produce the screening content first and then route it to file-generator.
runtime_type	prompt
max_calls_per_turn	5
timeout_seconds	5
display	{"icon":"user-search","category":"document_processing","scenarios":["hr_recruiting","document_handling"],"label":{"en_US":"Resume Screening","zh_Hans":"简历初筛"},"description":{"en_US":"Designed for recruiting and candidate review; extracts experience, skills, education, and achievements, then compares them with a supplied job description and suggests interview questions.","zh_Hans":"适用于招聘和候选人评估，可提取简历中的经历、技能、学历和成果，并结合岗位要求进行初步匹配和生成面试问题。"},"when_to_use":{"en_US":"Use when existing resume content needs structured extraction, JD matching, or interview question suggestions.","zh_Hans":"当已有简历内容需要结构化提取、岗位匹配或面试问题建议时使用。"},"tags":{"en_US":["Resume","Screening","HR"],"zh_Hans":["简历","初筛","招聘"]}}

Resume Screening Skill

Use this skill to extract candidate information from available resume content and produce preliminary screening analysis. This skill does not read files, parse file formats, OCR images, generate files, or make final hiring decisions.

Scope

Use this skill for:

• HR resume pre-screening before batch review.
• Business interviewers quickly understanding a candidate's background.
• Preliminary JD matching when a job description or screening criteria are provided.
• Extracting structured resume information for talent pool entry.
• Identifying highlights, risks, unclear points, and interview question suggestions.

Do not use this skill to:

• Directly read, parse, extract, or inspect uploaded resume files or file bytes.
• Replace the system document parser.
• Make final hiring, rejection, compensation, title, or ranking decisions.
• Judge candidates based on gender, age, marital or childbearing status, ethnicity, religion, health status, disability, photo, household registration, or other sensitive attributes.
• Generate Word, PDF, Markdown, TXT, CSV, XLSX, or any downloadable file directly.
• Invent candidate facts, education, years of experience, skills, certificates, salary, city, availability, or work history not grounded in resume content.

Routing Rules

• If resume content is already available from pasted text, chat context, or the system document parser, use this skill directly.
• If the user uploads a resume file and asks for screening, extraction, or JD matching, use this skill only after the system document parser has provided resume content.
• If the user only asks to read, parse, extract, or OCR a resume file, do not use this skill; that is a document parsing task.
• If the user says "read this resume and screen it", the system document parser must provide the source content first, then this skill performs screening.
• If the user asks to export the screening result, produce the screening content first, then route that content to file-generator.

Workflow

1. Confirm that resume source content is available.
2. Identify whether a JD, job requirements, or screening criteria are available.
3. Choose the task type: resume summary, JD matching, criteria screening, interview questions, or talent pool entry.
4. If the task type is clear, read exactly one relevant reference before producing the result.
5. Extract candidate facts from source content only. Use 简历未体现 when a field is missing or unclear in Chinese output.
6. If a JD or criteria are provided, compare the resume against those requirements and separate matched evidence, gaps, risks, and interview-confirmation items.