AGI.do

Processes

What will AGI do for Screen and select candidates?

AI-deliverabilityhybrid

Derived from the APQC lens 'Recruit, source, and select employees' and the process description involving evaluating candidates via interviews and tests. While assessing candidates involves direct human interaction (interviews), the bulk of screening and testing is heavily information-based and often conducted via digital tracking systems and assessments, placing this process squarely in the high-hybrid range.

A pool of sourced candidate applications or resumes is received for an open requisition.

Trigger
A pool of sourced candidate applications or resumes is received for an open requisition.
Outcome
A final candidate is selected, evaluated, and approved to receive an employment offer.

The work itself

Grounded Work Profile

Measured by

  • Time to HireprocessProfile
  • Quality of HireprocessProfile
  • Screening Pass RateprocessProfile
  • Interview to Offer RatioprocessProfile

Key steps

  • Review initial applications against core job requirementsprocessProfile
  • Conduct preliminary phone or video screening interviewsprocessProfile
  • Administer required skills assessments or psychometric testsprocessProfile
  • Execute formal interviews with hiring managers and interview panelsprocessProfile
  • Consolidate interviewer feedback and score candidatesprocessProfile
  • Select the final candidate for the open positionprocessProfile

How AGI delivers it

Four ways AGI delivers for Screen and select candidates

  • Services-as-Software

    Get the professional outcome delivered as software, priced on results, not headcount.

    Services.do

  • Autonomous Agents as digital employees

    Hire a digital employee that does the job under earned, supervised autonomy.

    Agents.do

  • Business-as-Code

    Encode how your work runs, once, as software that executes itself.

    Platform.do

Value flow

How Screen and select candidates connects

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Go deeper

Explore Screen and select candidates

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