Recruiter and talent acquisition specialist: Create a structured hiring scorecard · English
Job-relevant competencies, evidence questions, scoring anchors, consistent evaluation, and bias checks.
See sample input → recorded output
Recorded 2026-10-11. Self-evaluated sample; results in your assistant may differ.
Sample input
JOB_REQUIREMENTS: explain SQL joins and spot duplicate matches. SUCCESS_OUTCOMES: accurate row-count reasoning. SENIORITY: junior. HIRING_STAGES: structured interview. No candidate selection requested. Age/caste must not be used.
Checked output
Competency: join-key and cardinality reasoning. Ask every applicant: ‘A key appears once on the left and twice on the right; how many matching rows can an inner join produce, and why?’ Expected reasoning: two matching rows for that left row. Rubric anchors: 1 = cannot describe key matching; 2 = describes matching but misses duplicate expansion; 3 = explains two matches and proposes a count/reconciliation check. Record the explanation and follow-up evidence, not impressions. Use the same question and anchors consistently. Exclude age and caste. This is a scorecard draft for human review, not a candidate ranking or hiring decision.
Codex in-session sample responses with deterministic checks. The same assistant edited the instructions and produced these responses; this is self-evaluation, not an independent or cross-model benchmark. No baseline comparison, live tools or model API were used.
Task example included
YourPrompt Official · HR, recruitment & administration · English