Published

Recruitment / Hiring Process

vr.wm-act-039 · wm-act-039-recruitment-hiring-process

Represent one governed recruitment process aggregate for a bounded hiring need or campaign, connecting an authorized requisition and frozen selection design to source-qualified candidate participation, accountable decisions, offers and closure.

World Models Activities and processes ACT.HR

Bundle → Layer → Finding → Questions Classifiers What it is Why it exists Distinguishing features What robots and AI may and may not do Moral aspects Owners Links to other meta-models Identity and identifiers Direct properties Recognition Capabilities and actions Hazards and failure modes Standards and interfaces Context of use Sources

Bundle → Layer → Finding → Questions Filled

6 bundles · 12 layers · 24 findings · 72 questions

Process identity, authorization and design Defines one bounded recruitment aggregate and the authorized hiring need it serves.

Process profile, identity and lineage

Establishes the aggregate boundary, identity, aliases, profile and successor history.

Recruitment profile, boundary and neighbor separation

Mandatory profile for single-vacancy, pooled or evergreen, internal mobility, contingent, agency, public-sector or cross-border recruitment, with separate vacancy, candidate-case and employment masters.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish recruitment profile, boundary and neighbor separation? classification
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support recruitment profile, boundary and neighbor separation? provenance
How may recruitment profile, boundary and neighbor separation be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? validation

Process identifier, name, source, version, predecessor, successor and lineage

Authoritative and alternate identifiers, title, source-system key, profile and schema versions, reopened or repeat relation, correction and supersession lineage.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish process identifier, name, source, version, predecessor, successor and lineage? identity
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support process identifier, name, source, version, predecessor, successor and lineage? process
How may process identifier, name, source, version, predecessor, successor and lineage be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? composition

Hiring need, requisition, job analysis and criteria

Pins why hiring is authorized and which exact role requirements govern selection.

Workforce need, position, vacancy, headcount, budget, owner, authority and scope

External organization, unit, position and vacancy references, requested headcount, employment profile, location, budget, sponsor, approval, urgency, inclusions and exclusions.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish workforce need, position, vacancy, headcount, budget, owner, authority and scope? authority
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support workforce need, position, vacancy, headcount, budget, owner, authority and scope? validation
How may workforce need, position, vacancy, headcount, budget, owner, authority and scope be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? process

Job analysis, duties, competencies, qualifications, criteria, weighting, version and validity

Job-analysis evidence, occupation and skill URIs, essential duties, lawful prerequisites, assessment criteria, weights, scoring or decision rules, validation evidence and immutable release version.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish job analysis, duties, competencies, qualifications, criteria, weighting, version and validity? requirement
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support job analysis, duties, competencies, qualifications, criteria, weighting, version and validity? exception
How may job analysis, duties, competencies, qualifications, criteria, weighting, version and validity be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? interoperability

Posting, sourcing and fair recruitment Makes the opportunity discoverable and governs how candidate pools are formed.

Job posting, publication and candidate access

Records the released opportunity description and each publication occurrence.

Posting title, description, duties, terms, location, compensation, requirements and accessibility

Versioned candidate-facing content, employer and position bindings, employment type, workplace and applicant location, compensation, duties, qualifications, application method, notices, accessibility and closing conditions.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish posting title, description, duties, terms, location, compensation, requirements and accessibility? definition
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support posting title, description, duties, terms, location, compensation, requirements and accessibility? classification
How may posting title, description, duties, terms, location, compensation, requirements and accessibility be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? provenance

Publication channel, audience, release window, language, reach, correction and withdrawal

Channel and publisher, target audience, language and accessible rendition, posted and closing times, campaign code, reach observation, correction, withdrawal and source capture.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish publication channel, audience, release window, language, reach, correction and withdrawal? event
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support publication channel, audience, release window, language, reach, correction and withdrawal? temporal
How may publication channel, audience, release window, language, reach, correction and withdrawal be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? security

Sourcing, referrals, agencies, fees and cross-border controls

Preserves how people were identified or invited and which intermediaries acted.

Sourcing plan, channel, search, talent pool, referral, outreach, origin and consent

Planned sources, campaign parameters, talent-pool basis, referral relationship, outreach event, source provenance, notice, opt-out and limits on later reuse.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish sourcing plan, channel, search, talent pool, referral, outreach, origin and consent? provenance
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support sourcing plan, channel, search, talent pool, referral, outreach, origin and consent? requirement
How may sourcing plan, channel, search, talent pool, referral, outreach, origin and consent be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? relationship

Recruiter, agency, mandate, contract, fee, cost, payer, migration risk and remedy

External intermediary identity, licence or authority, client mandate, contract, services, recruitment fees and related costs, payer, worker-charge exception basis, cross-border steps, complaint and remedy route.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish recruiter, agency, mandate, contract, fee, cost, payer, migration risk and remedy? constraint
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support recruiter, agency, mandate, contract, fee, cost, payer, migration risk and remedy? evidence
How may recruiter, agency, mandate, contract, fee, cost, payer, migration risk and remedy be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? event

Candidate cases, applications and rights Binds separately governed people and applications to the process with transparent, minimal and accessible handling.

Candidate notice, application and identity resolution

Creates a process-scoped candidacy link without absorbing the person or application master.

Candidate reference, source, notice, lawful basis, purpose, rights and contact

External person or candidate reference, discovery source, direct or indirect collection, controller and processor roles, notice version and delivery, lawful basis, purposes, rights route, contact preference and withdrawal or objection where applicable.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish candidate reference, source, notice, lawful basis, purpose, rights and contact? privacy
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support candidate reference, source, notice, lawful basis, purpose, rights and contact? retention
How may candidate reference, source, notice, lawful basis, purpose, rights and contact be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? decision

Application case, identifier, submission route, documents, declarations, duplicates and status

External application and candidate-case IDs, vacancy binding, channel, submission and receipt times, document and answer references, declarations, deduplication evidence, merge refusal, completeness, withdrawal and status history.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish application case, identifier, submission route, documents, declarations, duplicates and status? identity
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support application case, identifier, submission route, documents, declarations, duplicates and status? definition
How may application case, identifier, submission route, documents, declarations, duplicates and status be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? ownership

Eligibility, accommodation, sensitive data and access

Controls minimum necessary eligibility checks and equitable participation in selection.

Eligibility, work authorization, qualification, licence, location, availability and exception

Criterion-bound eligibility assertions and evidence references for authorization to work, qualifications, licences, location and availability, including rule version, verifier, uncertainty and authorized exceptions.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish eligibility, work authorization, qualification, licence, location, availability and exception? validation
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support eligibility, work authorization, qualification, licence, location, availability and exception? state
How may eligibility, work authorization, qualification, licence, location, availability and exception be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? privacy

Accessibility, accommodation, health, diversity, criminal data, separation and disclosure

Accommodation request and authorized decision references, accessible alternatives, restricted health, diversity or criminal-data compartments, purpose, lawful condition, recusal, minimum disclosure and deletion eligibility.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish accessibility, accommodation, health, diversity, criminal data, separation and disclosure? access
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support accessibility, accommodation, health, diversity, criminal data, separation and disclosure? ownership
How may accessibility, accommodation, health, diversity, criminal data, separation and disclosure be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? state

Selection evidence, evaluation and decision Captures selection procedures and accountable decisions without turning observations or scores into automatic truth.

Screening, assessment and interview

Records each criterion-bound evaluation occurrence and its evidence.

Screening rule, criterion, evidence, outcome, reason, review and human oversight

Exact screening-rule and criterion version, required inputs, evidence references, result, reason, confidence, automated-system role, human oversight, exception, review and correction lineage.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish screening rule, criterion, evidence, outcome, reason, review and human oversight? decision
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support screening rule, criterion, evidence, outcome, reason, review and human oversight? event
How may screening rule, criterion, evidence, outcome, reason, review and human oversight be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? measurement

Assessment, interview plan, instrument, question, panel, accommodation, observation and score

External assessment or interview definition and exact revision, job-related rationale, administration, panel roles, questions or exercises, accommodation, observations, ratings, scale, scorer, evidence, moderation and dispute.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish assessment, interview plan, instrument, question, panel, accommodation, observation and score? measurement
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support assessment, interview plan, instrument, question, panel, accommodation, observation and score? security
How may assessment, interview plan, instrument, question, panel, accommodation, observation and score be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? definition

Verification, ranking, shortlist and accountable selection

Preserves verification evidence and distinguishes recommendations from the authorized hiring decision.

Reference, background, credential and vetting check purpose, source, result and retention

Check type and job relevance, candidate notice, lawful authority, source, request and response references, verifier, result and limits, adverse information response, restricted content, retention trigger and destruction evidence.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish reference, background, credential and vetting check purpose, source, result and retention? evidence
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support reference, background, credential and vetting check purpose, source, result and retention? interoperability
How may reference, background, credential and vetting check purpose, source, result and retention be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? authority

Ranking, shortlist, recommendation, recusal, decision authority, rationale and appeal

Comparison set and stage, criterion and weight versions, ranking or shortlist output, uncertainty, reviewer conflicts and recusals, recommendation, accountable decision, selected and alternate candidates, rationale, notification and challenge route.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish ranking, shortlist, recommendation, recusal, decision authority, rationale and appeal? authority
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support ranking, shortlist, recommendation, recusal, decision authority, rationale and appeal? composition
How may ranking, shortlist, recommendation, recusal, decision authority, rationale and appeal be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? retention

Offer, employment handoff and closure Controls offers and terminal process outcomes while preserving the boundary to contract and employment masters.

Offer, negotiation, acceptance and contingencies

Tracks attributable offer versions and candidate responses without inferring employment.

Offer identifier, position, terms, compensation, conditions, authority, version and expiry

External offer reference, selected candidate and position bindings, proposed terms, compensation, location and start, contingencies, issuer authority, approval, issue and expiry times, version, withdrawal and supersession.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish offer identifier, position, terms, compensation, conditions, authority, version and expiry? definition
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support offer identifier, position, terms, compensation, conditions, authority, version and expiry? spatial
How may offer identifier, position, terms, compensation, conditions, authority, version and expiry be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? lifecycle

Candidate response, negotiation, counteroffer, acceptance, decline, rescission and reason

Response event, offer version, negotiation and counteroffer references, actor and authority, response, reason category, event and knowledge times, evidence, rescission, dispute and correction history.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish candidate response, negotiation, counteroffer, acceptance, decline, rescission and reason? lifecycle
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support candidate response, negotiation, counteroffer, acceptance, decline, rescission and reason? constraint
How may candidate response, negotiation, counteroffer, acceptance, decline, rescission and reason be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? evidence

Employment handoff, notification, remedy and process closure

Separates the recruitment outcome from later contractual and employment lifecycles.

Contract, employment and onboarding handoff, start confirmation and boundary

Authorized handoff references to contract, employment, pre-employment clearance and onboarding, required conditions, responsible recipients, transfer minimization, acknowledgement and start confirmation without copying downstream masters.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish contract, employment and onboarding handoff, start confirmation and boundary? relationship
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support contract, employment and onboarding handoff, start confirmation and boundary? quality
How may contract, employment and onboarding handoff, start confirmation and boundary be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? identity

Rejection, withdrawal, no-show, cancellation, notification, complaint, remedy and closure

Terminal or interrupted outcome, responsible actor, reason classification and disclosure policy, candidate notice, feedback, complaint, appeal or remedy, vacancy disposition, unfilled need, closure approval, retained evidence and tombstone.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish rejection, withdrawal, no-show, cancellation, notification, complaint, remedy and closure? lifecycle
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support rejection, withdrawal, no-show, cancellation, notification, complaint, remedy and closure? access
How may rejection, withdrawal, no-show, cancellation, notification, complaint, remedy and closure be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? requirement

Quality, lifecycle, interoperability and safe agents Makes recruitment history, aggregate performance, fairness, exchange and machine action inspectable.

Process lifecycle, quality, fairness and improvement

Preserves state transitions and evaluates process performance without causal overclaiming.

Draft, authorized, open, paused, closed, filled, cancelled, corrected, superseded and archived event

Typed lifecycle event, prior and next state, actor, authority, rationale, affected scope, effective and recorded times, evidence, correction, reopening and successor identity.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish draft, authorized, open, paused, closed, filled, cancelled, corrected, superseded and archived event? lifecycle
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support draft, authorized, open, paused, closed, filled, cancelled, corrected, superseded and archived event? identity
How may draft, authorized, open, paused, closed, filled, cancelled, corrected, superseded and archived event be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? access

Stage volume, time, conversion, quality, experience, fairness, adverse impact and improvement

Denominators and cohort definitions, stage counts and durations, conversion and offer acceptance, source-qualified quality and candidate-experience measures, group selection rates where lawful, four-fifths indicator, statistical and practical context, limitations and improvement actions.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish stage volume, time, conversion, quality, experience, fairness, adverse impact and improvement? quality
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support stage volume, time, conversion, quality, experience, fairness, adverse impact and improvement? lifecycle
How may stage volume, time, conversion, quality, experience, fairness, adverse impact and improvement be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? temporal

Provenance, interoperability, access, retention and agent controls

Creates loss-aware views and governs protected data and automation.

Schema.org, ESCO, HR Open, provenance and system crosswalk

Pinned source and target versions, process, vacancy, posting, occupation, skill, candidate-case, application, stage, assessment, decision and offer mappings, identifiers, omissions, semantic conflicts and round-trip classification.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish schema.org, esco, hr open, provenance and system crosswalk? interoperability
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support schema.org, esco, hr open, provenance and system crosswalk? authority
How may schema.org, esco, hr open, provenance and system crosswalk be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? quality

Purpose, access, redaction, retention, hold, agent authority, idempotency and post-check

Purpose-bound role views, field and cohort redaction, disclosure and export decisions, retention per data class and outcome, hold, deletion eligibility, minimum tombstone, delegated agent scope, preconditions, dry run, idempotency key, expected revision and post-condition verification.

What process-scoped identities, classifications, criteria, roles, versions, values and explicit unknowns establish purpose, access, redaction, retention, hold, agent authority, idempotency and post-check? access
Which authority, source, method, evidence, event time, knowledge time, confidence and limitations support purpose, access, redaction, retention, hold, agent authority, idempotency and post-check? measurement
How may purpose, access, redaction, retention, hold, agent authority, idempotency and post-check be validated, accessed, challenged, corrected, related, retained or disposed without losing prior recruitment history? classification

Classifiers Filled

Family: World Models
Category: Activities and processes
Entry kind: aggregate
Navigation path: NAV.ACT.HR
Domain: ACT.HR
Industry: Cross-industry
Tags: recruitmenthiringprocessact.hr

What it is Filled

Owns recruitment-process identity and lineage, mandatory process profile, authorized need and exact requisition and criterion bindings, posting and sourcing activity, process-scoped candidate-case links, stage design and occurrences, bounded screening, assessment, interview, verification, recommendation, decision, offer, response, closure, quality, fairness, lifecycle, interoperability, access and retention assertions. Organization, Unit, Position, Vacancy, Person, Candidate, Application, Qualification, Competency, Assessment Definition, Assessment Result, Interview, Evidence, Decision, Offer, Contract, Employment, Communication, Dataset, Artifact and Audit masters remain external.

In scope

Process identity, profile, lineage, hiring need, requisition, authority, job analysis, competencies, qualifications, criteria and policy bindings
Posting, channels, sourcing, referrals, agencies, fees, candidate notices, application and candidate-case references, eligibility, accessibility, accommodations and protected-data controls
Screening, assessments, interviews, verification, ranking, recommendation, accountable selection, offers, responses, closure, complaints, quality, fairness, lifecycle, interoperability, retention and safe agents

Out of scope

Independent organization, unit, position, vacancy, person, candidate, application, competency, qualification, assessment, interview, evidence, decision, offer, contract, employment, communication, dataset, artifact or audit master lifecycles
Inferring consent, qualification, eligibility, suitability, fairness, employment, legality or future performance from participation, one document, score, ratio, offer response or opaque model
Implementing an applicant-tracking system, job board, assessment platform, background-check service, HR information system, payroll system or universal employment and equality law

Why it exists Filled

Distinguishing features Filled

Models the process from authorised need to offer and handoff, not the vacancy, candidate or employment.
Freezes selection criteria before screening so changes can be traced.
Keeps score, recommendation, selection, offer and acceptance as separate assertions.
Includes fairness evaluation and remedies as part of the process.

What robots and AI may and may not do Filled

Must not

Reject or rank candidates using protected characteristics or proxies for them.
Make a final hiring decision or offer without a human decision maker.
Change criteria after screening started without recording it.
Retain candidate data beyond the stated period or purpose.
Run assessments that the candidate was not told about.

Only with a human decision

Final selection and offer decisions.
Any rejection based mainly on automated assessment.
Handling candidate complaints or accommodation requests.

May

Publish approved postings to sourcing channels.
Schedule interviews and send candidate communications.
Screen applications against frozen criteria and explain each outcome.
Report fairness metrics across process stages.

Moral aspects Filled

Hiring decisions shape livelihoods; discrimination by algorithm or proxy must be prevented.
Candidates have rights to information, data protection and reasonable accommodation.
Automated video or psychometric analysis raises dignity and validity concerns.

Who is affected

Candidates
Hiring managers and recruiters
Current employees affected by hiring

Owners Filled

Steward

Dimension identity, owner, recruiting authority, hiring manager, human-resources, privacy, accessibility, equality, security, data and records stewards

Roles

Hiring sponsor or accountable authority: Own the hiring mandate, approved need, resource envelope, responsible-party appointment and accountable closure.
Hiring manager or position steward: Own role need, duties, job analysis, position requirements and operational participation within delegated limits.
Recruitment or talent-acquisition steward: Own process design, posting, sourcing, candidate communications, stage coordination and source-system quality.
Selection and assessment authority: Own criterion releases, instrument validity, assessors, interview panels, moderation and bounded recommendations.
Authorized hiring decision-maker: Make and record the final selection and offer authorization with rationale, conflicts and applicable review routes.
Candidate-rights, accessibility and equality steward: Control notices, accommodations, fair access, complaints, remedies and aggregate adverse-impact review.
Privacy and security steward: Control lawful basis, sensitive-data compartments, processors, automation, protected views, disclosures and incidents.
Data, interoperability and records steward: Protect identity, mappings, versions, provenance, retention, holds, correction lineage and disposition evidence.

Links to other meta-models Filled

references

Organization, Organizational Unit, Position, Vacancy and Workforce Plan models - Resolve the authorized need and opportunity without copying organizational or vacancy masters.
Person, Candidate, Application, Qualification and Competency models - Bind candidate participation and evidence while preserving identity, rights and independent application lifecycles.
Decision, Offer, Contract, Employment and Onboarding models - Link accountable decisions and controlled handoffs while keeping later proposal, agreement and work relationships independent.
Communication, Dataset, Artifact and Audit models - Keep messages, protected evidence, aggregate metrics, files and access logs in their authoritative systems.

composes

Assessment Definition, Assessment Result, Interview, Verification and Evidence models - Relate governed selection occurrences and evidence without absorbing their source identity, authority or correction history.

aligned

ISO 30405:2023, ILO fair recruitment, EEOC UGESP, Schema.org JobPosting, ESCO and HR Open Standards - Project process, fairness, posting, occupation, skill and HR exchange views through version-pinned mappings with declared legal and semantic loss.

neighbor

Position, Vacancy / Matching and Job Posting - The position and vacancy define the opportunity and a posting is one published representation. The recruitment aggregate binds exact external revisions and coordinates a bounded hiring realization.
Person, Candidate and Application - The process owns source-qualified participation and stage assertions. Person, candidate identity and application evidence retain independent ownership, rights and lifecycle.
Assessment, Interview, Verification and Evidence - The process binds exact definitions and records occurrences and bounded use. Instruments, observations, source evidence and result records retain their own identity, authority and correction history.
Recommendation, Decision and Offer - Scores and recommendations inform but do not become the accountable selection decision. An offer is a separately versioned proposal with its own issuer, terms, response and withdrawal history.
Contract, Employment and Onboarding - Offer acceptance and recruitment closure may trigger governed handoffs but do not create the contract, employment relation or onboarding lifecycle inside this model.

parent

WM-ORG-008

What else AI and robots need to interact with it Filled

Sources Filled

ISO 30405:2023 Human resource management: Guidelines on recruitment - International Organization for Standardization
General principles and operational guidelines for fair recruitment and definition of recruitment fees and related costs - International Labour Organization
Questions and Answers on the Uniform Guidelines on Employee Selection Procedures - U.S. Equal Employment Opportunity Commission
End-to-End Hiring Initiative: Hiring Process Roadmap - U.S. Office of Personnel Management
General Data Protection Regulation - European Union
Guidelines on Automated individual decision-making and Profiling - European Data Protection Board
Artificial Intelligence Act - European Union
Employment practices and data protection: recruitment and selection - Information Commissioner's Office
JobPosting - Schema.org Community Group
ESCO API - European Commission
Standards Downloads - HR Open Standards Consortium
PROV-O: The PROV Ontology - World Wide Web Consortium
Web Content Accessibility Guidelines 2.2 - World Wide Web Consortium
NIST Privacy Framework - National Institute of Standards and Technology
Disposing of records - The National Archives, United Kingdom
Date and Time on the Internet: Timestamps - Internet Engineering Task Force

Open questions

Detailed recruitment-profile variant invariants per form class: single-vacancy, pooled/evergreen, internal mobility, contingent, agency, public-sector, cross-border. Mandatory profile addresses shared orchestration but variants require distinct closed-world assumptions, approval authority, retention, remedy, and fairness-metric constraints per form.
Full ISO 30405:2023 normative text retrieval and normative conformance validation; HR Open schema structure, versioning discipline, and round-trip cardinality validation; ICO recruitment guidance promotion from draft to final with UK equality and data-protection specifics.
Independent occupational psychology, assessment-science, and test-validity review: criterion development methods, job-relevance documentation, predictive-validity evidence, differential-prediction analysis, adverse-impact indicators, alternative-assessment recommendations per role and jurisdiction.
Candidate-experience audit and WCAG 2.2 accessibility conformance testing: posting language and simplicity, application-process friction, assessment-alternative provision, interview accommodation, feedback timing, rejection-reason disclosure, appeal-route clarity, communication accessibility (audio/video/text/plain-language variants).
Independent external-provider review (Claude, Grok, or equivalent) after publication hold expires or owner reauthorizes. Single-provider artifact is time-bounded reviewable-draft.
No successful independent Claude or Grok result was available; recruitment, occupational-psychology, equality, accessibility, candidate-rights, regional and legal review is required before canonical promotion.
The slash name covers multiple recruitment forms through a mandatory profile. Single-vacancy, pooled or evergreen, internal mobility, contingent, agency, public-sector and cross-border profiles require their own invariants.
No approved relation rows were supplied. The registry parent link to Vacancy / Matching and proposed organization, person, application, assessment, decision, offer, contract and employment relations remain candidate holds.
ISO 30405 full normative text was not available from the public abstract. HR Open downloads require registration or terms acceptance. ICO recruitment guidance remains draft. No full conformance or round-trip claim is made.
EEOC UGESP and OPM apply to United States and federal contexts respectively; GDPR, EDPB and the AI Act are European Union sources; ICO guidance is United Kingdom specific. None supplies a universal hiring regime.
Protected-class definitions, affirmative-action duties, accessibility, criminal checks, work authorization, automated decisions, notice, appeal, retention and recruitment-fee exceptions vary by jurisdiction and role.

Machine files

Card as JSON Specification AGENTS.md Source Card backlog vercy.card/1

Provenance

world-models research · reviewable-draft

Built from: models/wm-act-039-recruitment-hiring-process/spec.yaml, ver-cy/world-models/card-supplements/wm-act-039-recruitment-hiring-process.json