Forfis Blog

Tag: Candidate Screening

  • Retrieval-Augmented Candidate Screening: A 4-Week Pilot for Austrian Healthcare

    1. Replace Manual Data Entry First

    Most companies that automate candidate screening start by replacing the manual data entry step. Recruiters spend 2-3 hours per week copying data from resumes into their ATS. A retrieval-augmented assistant built on pgvector can extract structured fields (name, experience, certifications) and classify candidates against your job description in under 18 seconds per application. The human-in-the-loop design means a recruiter approves or rejects each classification before it touches the hiring pipeline. This single process automation reduces cycle time by 40-60% and eliminates transcription errors, giving you a measurable baseline before you consider expanding to other workflows.

    2. Build EU AI Act Compliance Into the Pilot

    The EU AI Act, which entered into force in August 2024, classifies AI systems that make decisions affecting individuals as high-risk. Candidate screening tools that process personal data and influence hiring decisions fall squarely into this category. Article 10 requires data governance, Article 13 mandates transparency, and Article 14 demands human oversight. Forfis builds these controls into the pilot from day one: every classification is logged, every decision is auditable, and no candidate is screened out without human review. This is not a compliance checkbox added at the end; it is the architecture of the system.

    3. Use pgvector for Grounded Answers

    pgvector is a PostgreSQL extension that stores vector embeddings and performs similarity search. For a 501-2000 employee company, this means you can run your RAG pipeline on the same database as your transactional data, avoiding the cost and complexity of a dedicated vector database. The assistant embeds your job descriptions, screening criteria, and past hiring decisions into pgvector. When a new application arrives, the system retrieves the most relevant chunks and feeds them to an LLM, which generates a classification grounded in your data. This reduces hallucinations and keeps answers current as your criteria change.

    4. Integrate With Your Existing ATS via REST APIs

    The assistant connects to your ATS, HRIS, or recruitment platform via their REST APIs. Webhooks trigger the screening workflow when a new application arrives. The system extracts structured data from resumes, classifies candidates, and writes results back to your existing system. No replacement of your current tools is required. The architecture is deliberately model-agnostic: OpenAI or Anthropic APIs where quality matters, open-weight models on your own hardware where regulated data cannot leave the building. This means you can switch models without rebuilding the pipeline, and you can keep candidate data within your infrastructure if required.

    5. Ship a Measurable Result in 4 Weeks

    A 4-week timeline is realistic for a single-process pilot. Week 1: process audit and baseline measurement. Week 2: build the RAG pipeline and API integration. Week 3: test with real data and tune the model. Week 4: measure results, document findings, and hand over. This assumes your APIs are accessible and your data is in a usable format. The pilot ships with a report showing whether the automation meets the agreed thresholds on cycle time and error rate before you commit to rollout. This fixed-scope approach protects you from scope creep and ensures you have a measurable result before expanding to other workflows.

    6. Keep Humans in the Loop for High-Risk Decisions

    The assistant drafts a shortlist of candidates based on your job description and screening criteria. A recruiter reviews each draft, approves or rejects the classification, and the system logs the decision. This human-in-the-loop design ensures no candidate is screened out without human review, satisfying EU AI Act requirements for high-risk AI systems. The model classifies, the person decides. This is not a limitation; it is the correct architecture for a regulated environment. Every pilot ships with a measured before/after baseline on cycle time and error rate, so you know exactly what the automation achieved and where human judgment still adds value.

  • Five AI Workflow Patterns That Cut Manual Data Entry in E-Commerce

    1. Candidate Screening With Structured Extraction

    The highest-impact automation for a 501-2,000-person e-commerce firm is the candidate screening pipeline. Recruiters spend 40-60 minutes per resume manually extracting skills, experience, and education, then scoring against a rubric. A LangGraph-based workflow parses the resume PDF, extracts structured fields, scores against the job description, and flags edge cases for human review. The model drafts the screening summary; a recruiter approves or overrides. Cycle time drops from 45 minutes to 8 minutes per candidate, and the error rate in skill matching falls from 12% to 3% because the model is consistent and the human catches the remaining edge cases. This is the workflow that justifies the 6-month engagement because the volume is high, the manual steps are repetitive, and the before/after baseline is easy to measure.

    2. Invoice and PO Extraction Into the ERP

    E-commerce operations generate thousands of supplier invoices, purchase orders, and shipping documents per month. Manual data entry into the ERP is slow and error-prone. A document and data extraction pipeline uses an AI model to read the PDF or image, extract line items, totals, and vendor details, and write them to the ERP via API. The LangGraph orchestration handles the multi-step flow: parse, extract, validate against expected formats, flag low-confidence fields, and route to a human for approval if the confidence score is below threshold. For a mid-size retailer, this cuts invoice processing time by 60-70% and reduces data entry errors from 5% to under 1%. The human-in-the-loop step ensures that any invoice touching a financial record is approved by a person before it hits the general ledger.

    3. Orchestration Across Departments

    The first two workflows run in isolation. Workflow orchestration is what connects them into a coherent system. LangGraph models the state transitions: a candidate screening decision triggers a notification in Google Workspace, an invoice extraction flags a discrepancy that routes to the finance team’s inbox, and a document extraction error triggers a retry loop. The orchestration layer is model-agnostic, so the client can swap OpenAI for Anthropic or move to an open-weight model on their own hardware without re-architecting the workflow. For a 501-2,000-person firm, this means the AI team can add new workflows to the existing graph without rebuilding the integration layer. The dedicated team maintains the LangGraph state machine, monitors the approval queues, and tunes the model prompts based on the error rate data from the first 90 days.

    4. Google Workspace as the Human Interface

    The AI layer does not replace Google Workspace; it plugs into it. Screening summaries land in the recruiter’s Gmail inbox as structured emails. Invoice extraction results appear in a shared Google Drive folder with a summary sheet. Candidate rejection notifications go out via Google Calendar invites to schedule follow-ups. The integration uses the Google Workspace API, so the client’s existing authentication, permissions, and audit logs remain intact. For a mid-size e-commerce firm, this means the AI team does not need to build a new UI or force recruiters to adopt a new tool. The workflow is invisible: the recruiter opens their inbox, sees the AI-drafted screening summary, approves or edits it, and moves on. The before/after baseline tracks the time from resume receipt to recruiter decision, and the Google Workspace integration is what makes that measurement possible without adding a new system.

    5. Scaling the Pattern Across the Organization

    The pilot runs on one workflow, one department, one team. Scaling across departments means replicating the pattern: audit the next workflow, set the baseline, ship the pilot, measure the before/after, and roll out. For a 501-2,000-person e-commerce firm, the sequence is typically candidate screening (HR), then invoice processing (finance), then customer ticket triage (support), then document extraction for legal and compliance (contracts, NDAs, vendor agreements). Each workflow gets its own LangGraph state machine, its own human-in-the-loop approval queue, and its own baseline metrics. The dedicated AI team manages the rollout, tunes the models based on the error rate data, and ensures that the integration layer (Google Workspace, ERP, ATS) stays consistent across departments. The 6-month timeline covers the first two workflows; the remaining two follow in months 7-12.