From Resume Screening to Sending Offers: 8 Scenarios Where Doubao Makes HR's Job Easier - 53AI-AI Knowledge Base | Enterprise AI Knowledge Base | LLM Knowledge Base | Forward Deployed Engineer | FDE

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Published: 2026-09-17 22:24:54 Views: 1892

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Is the HR recruiting process cumbersome? Doubao Work + Feishu make the whole process easier across 8 scenarios, from JD generation to sending out offers! Key content: 1. Generate JDs and role profiles (including an information gap list) based on meeting minutes 2. Batch resume intake and initial screening (organize by unified fields and build a talent pool) 3. Precise candidate screening and shortlist generation (recommend by rules and backfill information)

杨芳贤

Founder of 53AI / Tencent Cloud (TVP) Most Valuable Professional

Below, starting from 8 HR work scenarios, let's see how Doubao Work + Feishu can make your daily work easier.

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✦ The Full Recruiting Workflow

Recruiting is one of HR's most important jobs. After the requirements meeting, the JD needs rewriting, resumes need to be entered one by one, after screening you schedule interviews, after interviews you backfill the tracker, and periodically you have to produce review reports—try handing all of these tasks to Doubao first.

✦ Read Meeting Minutes, Generate the JD and Role Profile

After the requirements meeting, send the meeting minutes link to Doubao Work, and it can directly extract role information, write the JD, and even generate a version of internal screening rules.

You can even ask it to first produce an information gap list, pulling out the parts that weren't made clear in the meeting and need to be confirmed with the business side, saving you a lot of time.

✦ Prompt

You are a recruiting business assistant. Please read the Feishu meeting minutes from this recruiting requirements alignment meeting: [paste minutes link].

Please complete 4 tasks: 1. Extract the role title, department, reporting line, hiring background, headcount, and target start date 2. Organize the job responsibilities, hard requirements, nice-to-haves, disqualifiers, and interview focus areas 3. Generate an external JD for publication, with a professional, clear tone and no exaggeration 4. Generate an internal role profile for screening resumes and interview questions Output format: First give the "information gaps," listing questions not made clear in the minutes that must be confirmed before publishing the JD Then give the "external JD" Finally give the "internal screening rules," organized into three categories: hard requirements, nice-to-haves, and disqualifiers.

✦ Batch Resume Intake and Initial Screening

Too many resumes coming in? Upload the files directly to Doubao Work and have it organize them by unified fields, saved in a Base (multi-dimensional table). No more opening each one to copy and paste—your talent pool can be built the same day.

You are a recruiting data entry assistant. Based on the JD and screening rules above, read the candidate resume files I uploaded and organize them into talent pool records suitable for writing into a Feishu Base.

For each candidate, output these fields: candidate ID, name, current company, target role, years of experience, core skills, representative projects, industry experience, education, source, whether hard requirements are met, nice-to-haves, risk items, recommendation grade A/B/C, recommendation rationale, next step

Requirements: do not fabricate information not in the resume; write "to be confirmed" for missing fields. Recommendation grades must cite evidence from the resume. Output as a Base.

✦ Candidate Screening

Once the talent information is in the pool, have Doubao Work screen candidates against the hard requirements and nice-to-haves in the JD, output a shortlist of no more than 5 people, and backfill the recommendation grades, rationales, risks, etc. into the table. When the business asks "why didn't you look at this person," you can just open the table and answer.

You are a recruiting initial screening assistant. Please read the candidate talent pool in the Base and screen based on the role JD.

Screening rules: - Candidates who do not meet the hard requirements are excluded from the shortlist by default, but keep the disqualification rationale - For candidates who meet the hard requirements, assign an A/B/C recommendation grade based on role fit, relevance of key projects, industry experience, stability risk, and communication risk.

Output an interview shortlist of no more than 5 people, with suggested interview rounds and interviewer roles for each. Also update the Base fields: current status, recommendation grade, recommendation rationale, risk items, next step

✦ One-Click Interview Scheduling

Once the list is finalized, Doubao Work can check the interviewers' available time slots and draft the event title, agenda, and candidate notification message; after your confirmation, it creates them directly in Feishu Calendar—no more back-and-forth about times.

You are an interview scheduling assistant. Please: 1. Check the available times of the interviewer ([name]) and arrange the candidate interview schedule 2. For each candidate, generate the event title, event description, interview agenda, and candidate notification message 3. Create them directly in my Feishu Calendar and add "[interviewer name]"

✦ Interview Tracker Backfill

After the interview, have Doubao Work read the meeting minutes and backfill the tracker, giving conclusions across multiple dimensions—role skills, project depth, business understanding, communication—with each item quoting the original words from the minutes, so the next-round interviewer can understand it at a glance.

You are an interview review assistant. Please read the Feishu meeting minutes from these interviews and write the results into the candidate talent pool table. Evaluation dimensions: role skills, project depth, business understanding, communication, collaboration style, risk points, and whether to recommend advancing to the next round.

Please output: - Interview summary: no more than 200 words - Evidence-based evaluation: a conclusion and minutes evidence for each dimension - Risk items: only information that actually came up in the interview, no subjective speculation - Next step recommendation: advance to next round / additional interview / reject / to be confirmed Backfill into the Base.

✦ Recruiting Weekly Report and Quarterly Review

When Friday comes, have Doubao Work summarize the week from the talent pool: how many people converted at each stage, where the biggest drop-off is, which role is stuck. It can first generate a recruiting data dashboard, then give you a 100-word summary you can post directly to the recruiting group chat.

You are a recruiting data analysis assistant. Please read the talent pool Base and compile this week's recruiting progress.

Please output: 1. Weekly overview (with visual charts): new resumes, entered initial screening, interviews scheduled, interviews completed, passed, rejected, offers, onboarded 2. Funnel analysis: conversion rate at each stage and the biggest drop-off point 3. By role: progress, risks, and next week's actions for each role 4. Source quality: compare valid resumes and interview conversion rates by source 5. Next week's recommendations: at most 5 items, each tied to an owner or action Please first generate the recruiting data dashboard, then give a 100-word summary suitable for posting to the recruiting group chat.

✦ Policy FAQ

As an HR professional, you often have to answer these questions: How is leave and attendance calculated? How do you claim benefits? How many steps does the offboarding process take?

Hand the policy documents to Doubao Work once, and have it produce a full set of FAQs from the employee's perspective. From then on, you never have to answer the same question twice—just send the link.

Based on the policy documents I uploaded, act like a seasoned, frontline-savvy HRBP and produce a full set of readable FAQ materials from the employee's perspective.

Requirements: questions should be the colloquial ones employees actually ask, answers free of bureaucratic filler; rewrite standard answers, organize applicable conditions, flag exceptions, and highlight risk points in red; strictly adhere to the original policy wording and labor law constraints; don't just give frameworks—deliver finished products for all tasks; write questions realistically, answers fully, clearly mark special cases, and explicitly note where HR needs to make changes. Output the complete content directly.

✦ Headcount Tracker Analysis

The business suddenly asks for a headcount structure report, including age, tenure, and education distribution. In the past, you'd have to open Excel, build pivot tables, write formulas, and then translate the results into language your colleagues and boss could understand.

Now, these tasks can also be handed to Doubao Work—have it first check the data definitions, then draw conclusions.

You are a workforce data analysis assistant. Please first read the employee roster I uploaded. Don't rush to conclusions—first complete a data definition check.

Step 1: Data Quality Check 1. Field completeness: whether employee ID, age, education, hire date, department, position, job level, employment type, contract end date, and employment status are missing 2. Data anomalies: duplicate employee IDs, abnormal ages, inconsistent date formats, obvious conflicts between employment status and hire date 3. Calculation basis: specify which fields are used to calculate age, tenure, and contract expiration Please output a "Data Quality Check Table".

Step 2: Workforce Structure Analysis 1. Headcount overview: total headcount, number of regular / outsourced / dispatched / probation employees, and city distribution 2. Structure distribution: statistics by department, position track, job level, education, age bracket, and tenure bracket; point out the 2-3 most concentrated structural characteristics 3. Risk alerts: list contracts expiring in the next 90 days and employees on probation; for each entry, clearly state the employee ID, department, and suggested follow-up action 4. Manager summary: use no more than 5 conclusions to explain "what this organization looks like now and where attention is needed"

Requirement: after each conclusion, indicate the supporting fields; do not fabricate data that does not exist in the tables.

✦ Performance Feedback Rewriting

Feedback like "good performance" or "not enough drive" is vague, and employees will most likely not accept it. But to write it specifically, managers have to dig through project records, self-assessments, 360 feedback, and more for evidence item by item, which is very time-consuming.

Now, hand the performance materials to Doubao Work, and first have it break out a fact evidence table, separating verifiable facts from subjective evaluations.

You are a performance feedback coach. Please read the employee performance materials I uploaded. Do not write comments directly yet; first break each employee's materials into a "Fact Evidence Table".

Please output separately for each employee: 1. Basic employee info: name, position, period 2. Verifiable facts: projects, data, deliverables, collaboration feedback — must come from the original materials 3. Strength clues: which behaviors indicate strengths; do not write personality-based evaluations 4. Improvement clues: which facts indicate a need for improvement, and their possible impact 5. Insufficient evidence: statements in the materials that are only subjective evaluations without factual support should be flagged separately Requirement: all judgments must cite facts from the original materials; do not add information not present in the materials.

Then generate a communication outline based on this table, so that every piece of feedback comes with facts, impact, and suggestions, all evidence-based:

Based on the fact evidence table just created, help me generate a 1:1 performance communication outline for each employee.

Output for each employee in the following structure: 1. Performance conclusion: one sentence on the overall judgment for this cycle, tied to 1-2 key facts 2. Strength feedback: rewrite vague expressions like "good performance" into specific behaviors, results, and impact 3. Improvement feedback: rewrite expressions like "not enough drive" into observable behaviors, impact, and next-step suggestions 4. Communication questions: give the manager 5 questions suitable for follow-up in a 1:1 5. Risk alerts: flag which statements might make the employee feel the feedback is vague, unfair, or lacking facts Expression requirements: objective, specific, and communicable; each piece of feedback should include "facts, impact, suggestions" as much as possible.

✦ New Hire Onboarding

On a new hire's first day, dumping the handbook, policies, SOPs, and product materials on them all at once may not be a good approach. A mentor improvises a learning path, but a different mentor produces a different one, and new hires ramp up at different speeds.

Now, hand these materials to Doubao Work, and have it break the scattered documents into an action list new hires can understand: what to do on day 1, who to align with in week 1, what to deliver in month 1. Mentors no longer need to reorganize each time, and new hires don't have to work by "guessing".

Please read the new hire onboarding handbook, department policies, position SOPs, product learning materials, and past new hire training plans I provide, and help me generate a new hire landing plan.

Break it down by time rhythm: Day 1, Week 1, Weeks 2-4, Month 2, Month 3 — for each, specify what the new hire needs to learn, what tasks to complete, who to align with, and what results to deliver.

Requirements: - Convert the key content of long documents into an action list new hires can understand - Do not simply repeat the original text - In addition to the overall landing plan document, also generate a daily learning schedule for the new hire

✦ Onboarding and Confirmation

Checking ID cards, diplomas, resignation certificates, labor contracts, confirmation PPTs, etc., one by one makes mistakes hard to avoid. Write out the check rules clearly and hand them to Doubao Work, and let it check each item against the rules.

Help me check an employee's confirmation materials.

Check rules: 1. Required materials must all be present: ID card, diploma, resignation certificate, labor contract, bank card 2. All form fields must be filled in completely, with no blanks 3. All photocopies must bear the employee's signature 4. The confirmation PPT must be at least 10 pages with clear data; flag anything that doesn't comply Then sort the results into three categories: complete materials, missing materials, and abnormal / unfilled fields. For each item, state clearly what the specific problem is; don't just vaguely say the materials are incomplete.

✦ Candidate Recommendation

You want to recommend a candidate, but the resume is in a document, the interview notes are in Miaoji, and the interviewer evaluations are in a group chat — just gathering everything takes over ten minutes. Hand this step directly to Doubao Work and have it generate a candidate recommendation summary.

Help me organize this into a one-page recommendation summary for the business lead, strictly following this structure:

1. Overall match conclusion (one sentence on whether to recommend, and the match score); 2. 3 core matching experiences (with specific projects and data); 3. Interviewer evaluations (list highlights and weaknesses separately); 4. Risk points (write them if any, write "none" if not); 5. 5 questions to probe in the final interview. Keep the language concise, no fluff, highlight the key points, and keep it within one A4 page. Check the generated content for factual errors, focusing on whether project experiences and interviewer evaluations are consistent with the original materials; correct any wrong data directly. And export as PDF.

✦ Periodic Work Briefings

Weekly HR reports often read like running logs — business leads can't see where the risks are or what decisions need to be made.

Hand these materials together to Doubao Work, have it categorize first and then draft, producing a version for business managers: this week's overview, hiring blockers, personnel risks, next week's actions, and items requiring decisions. Business leads can understand it at a glance and make decisions right after reading.

You are an HRBP weekly report assistant. Please read the hiring progress, personnel changes, and meeting minutes I uploaded, categorize the information first, then generate an HR weekly report for business managers.

Structure: 1. This week's overview (3-5 items) 2. Hiring progress: by position, list target HC, funnel progress, blockers, and next week's actions 3. Personnel risks: contract expirations, key position vacancies, resignation impact, etc. 4. Next week's plan: executable actions listed by owner 5. Decisions needed from managers: whether to adjust profiles, whether to expand channels, etc. Requirement: avoid a running log. Every conclusion must be traceable to the tables or meeting minutes I provided, with a tone suitable for sending to business leads.

✦ Which Tasks Are Suitable for Doubao Work?

Across these 8 scenarios, Doubao Work does the same thing: it frees you from shuffling materials, so you can do the judgment and communication that HR is really meant to do.

Next time you need to write a job description or sort out a candidate's strengths, give Doubao Work a try

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