什么是 招聘计分卡技能？

招聘计分卡技能是一个专业的评估工具，旨在与 Openclaw Skills 无缝集成，实现招聘流程的标准化。它通过提供一个严格的人才评估框架，帮助招聘经理和团队摆脱主观、凭直觉的决策。通过利用技术能力、文化契合度和增长潜力等加权维度，该技能确保每个候选人都按照相同的客观标准进行评估。

该技能对于需要处理多名候选人并保持高招聘标准的成长型团队特别有价值。它促进了面试官之间的清晰沟通，并提供结构化输出，方便利益相关者审阅，从而达成有数据支持的招聘共识。

下载入口:https://github.com/openclaw/skills/tree/main/skills/1kalin/afrexai-hiring-scorecard

安装与下载

1. ClawHub CLI

从源直接安装技能的最快方式。

2. 手动安装

将技能文件夹复制到以下位置之一

优先级：工作区 > 本地 > 内置

3. 提示词安装

将此提示词复制到 OpenClaw 即可自动安装。

招聘计分卡技能 应用场景

• 为单一职位的多位团队成员标准化面试反馈。
• 使用排名指标并排比较入围候选人名单。
• 通过自定义标准权重，针对不同的资历级别调整招聘优先级。
• 记录录用或不录用决策背后的理由，以满足人力资源合规和团队校准需求。

1. 定义具体的职位角色以及该职位所需的主要要求。
2. 建立或自定义评分标准，为技术技能、沟通和解决问题等维度分配百分比权重。
3. 在面试过程中或面试结束后立即按 1-5 分制对候选人的每项标准进行评分。
4. 生成加权总分和排名对比，通过自动建议查看清晰的候选人层级。

招聘计分卡技能 配置指南

要在您的 Openclaw Skills 环境中开始使用此技能，您可以使用主命令结构初始化计分卡。除了向代理提供计分卡模板外，不需要复杂的安装。

# 为特定候选人启动新计分卡
score candidate [姓名] for [职位]

# 调整特定职位的权重
add criterion [名称] weight [百分比]

招聘计分卡技能 数据架构与分类体系

该技能使用结构化的 Markdown 分类法组织招聘数据，以确保清晰度和便携性。

Hiring Scorecard Skill

Score and compare job candidates objectively using weighted criteria. Eliminates gut-feel hiring decisions.

Usage

Tell your agent: "Score this candidate for [role]" or "Compare these 3 candidates for the backend engineer role."

How It Works

1. Define the role — provide job title and key requirements
2. Set criteria — the agent uses 6 default dimensions (or you customize):
   • Technical skills (weight: 25%)
   • Relevant experience (weight: 20%)
   • Culture fit (weight: 15%)
   • Communication (weight: 15%)
   • Problem solving (weight: 15%)
   • Growth potential (weight: 10%)
3. Score candidates — 1-5 scale per criterion after interview/review
4. Get weighted totals — ranked comparison with hire/no-hire recommendation

Commands

• score candidate [name] for [role] — start a new scorecard
• add criterion [name] weight [%] — customize scoring dimensions
• compare candidates — side-by-side ranked comparison
• hiring summary — executive summary with recommendation

Scorecard Template

# Candidate Scorecard: [Name]
**Role:** [Title]
**Date:** [Date]
**Interviewer:** [Name]

| Criterion | Weight | Score (1-5) | Weighted |
|-----------|--------|-------------|----------|
| Technical Skills | 25% | _ | _ |
| Relevant Experience | 20% | _ | _ |
| Culture Fit | 15% | _ | _ |
| Communication | 15% | _ | _ |
| Problem Solving | 15% | _ | _ |
| Growth Potential | 10% | _ | _ |
| **TOTAL** | **100%** | | **_/5.0** |

### Notes
- Strengths:
- Concerns:
- Recommendation: HIRE / NO HIRE / MAYBE

### Scoring Guide
5 = Exceptional — top 5% of candidates seen
4 = Strong — clearly above average
3 = Meets bar — would do the job well
2 = Below bar — notable gaps
1 = Not a fit — significant concerns

Tips

• Score immediately after each interview while impressions are fresh
• Have multiple interviewers score independently, then compare
• Adjust weights per role (e.g., bump Technical to 40% for senior eng)
• Track scores over time to calibrate your hiring bar

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