Professional groups.
Choose an editable professional workflow for your work context. Establish real source material and human review boundaries first, then download the relevant complete Skill package or stored related Skills.
Choose the task in front of you, not a label for yourself
These 23 groups are work-context entry points, not a judgment of identity, seniority, or professional qualification. Enter through the task closest to today, or compare several groups.
Choose a professional group
Choose quickly by the task at hand. If unsure, compare the two or three closest groups; no occupation declaration is required or stored.
E-commerce, finance & compliance
Sales & client advisory
Professional services
Design, content & media
Organization & product
Human resources & recruiting
- Roles and service work
- Recruiters, HRBPs, people-operations staff, hiring managers, and learning or employee-relations support.
- Real day-to-day task
- Maintain JDs, interview questions, candidate comparisons, joiner/leaver lists, training, and approval records.
- Minimum input
- Minimum: one authorized, de-identified or public sample, the task goal, recipient, and deadline; label unknowns as open checks.
- What you get
- A role task sheet, structured-interview draft, and process-gap list.
- What it does not replace
- It does not replace hiring decisions, employment-law analysis, background checks, performance conclusions, or HR approval.
For students and career switchers: try one small task
No real customer, patient, transaction, or confidential material is needed. Use a public, fictional, or de-identified safe sample to learn the role’s document structure and checking habits.
Use a public job description to make a one-page duty, observable-evidence, and fair-interview-question exercise.
Four-step guide
- 01
What to review first
Confirm employing entity, location, role goal, material, approver, and deadline.
For whom: HR, HRBP, recruiters, and hiring managers standardizing recruitment and employee-lifecycle documents.
What comes up: Role standards are vague, interviews are hard to compare, processes break, and employment/privacy risk lacks an audit trail.
- 02
What to download first
The complete ZIP and detail link appear once the original Skill is merged into the catalog.
skills-si-hr-recruiting-workflow
skills-si-hr-recruiting-workflow
HR and recruiting workflow: job standards, structured interviews, hiring boards, offers and onboarding, probation, handbooks, exits and training with anti-discrimination checks.
Original source & licenseskills-si/original-skills · skills-si-hr-recruiting-workflow · MIT
- 03
What to prepare
Prepare authorized real material, applicable current rules, the recipient, and deadline; de-identify sensitive information or obtain permission first.
- 04
Pre-delivery check & next step
Check job relevance, non-discrimination, data minimization, unverified rules, and approval records.
After download, retain sources and open checks in the template; the responsible qualified person makes the final judgment and sign-off.
Original Skills are written by Skills-SI with AI assistance, MIT licensed, and supplied as editable workflows/templates; they have not received independent human professional review or been tested in real Agent runs.
For high-risk professions—finance, investment advice, banking, compliance, law, medicine, biopharma, cost engineering, architecture, HR, real estate, and journalism—output is only a draft for review by licensed or qualified professionals. It is not investment, legal, medical advice, or an approval decision.
No efficiency, income, or business outcome is guaranteed.