We're exploring the concept of "guard rails" for the AI Sourcing Assistant and I'd love to know what are some scenarios you can come up with where certain things would be "off limits" entirely.

As a reminder, the AI Sourcing Assistant is the tool on Smart Sourcing and Premium Plus job postings where you can give it a job and it'll find + contact candidates on your behalf. I have some scenarios the team has come up with already that can act as some thought starters for everyone (though I'd love reaction to these as well)

• Scenario 1: If the assistant has used all of the allotted contact credits but the right candidate was not found or hired, is it off-limits for the assistant to use more contact credits? What should be done?

• Scenario 2: The assistant keeps finding candidates but it’s unsure when enough is enough to fill the role. Is it off-limits for it to keep finding and contacting candidates and using credits or should it auto-stop itself to prevent credit usage?

• Scenario 3: The candidate pool is smaller than the allotted credits. What happens if there’s only 15 candidates total but the assistant has a total of 50 credits? Is it off-limits for the assistant to expand the search automatically introducing its own criteria? What should happen?

• Scenario 4: The reasonable expectation is not properly communicated to the assistant. If an employer allows it to find them 5 candidates a day for 5 days, they’re may not be truly expressing they want 200 credits used even though it was not explicitly inputted in the assistant. Is it there any limitation to what the assistant should interpret?

These are just some scenarios we've come up, but we'd love to know more about other limitations and guard rails should be placing on the Assistant + your reaction to these! Thank you 😄

My name is Daylene Hurley. I've been with Ignite Medical Resorts for four years, starting as the Director of Culture and Engagement in our San Antonio and Round Rock locations in Texas before making my way back to New York. These days I handle full cycle recruitment remotely for our northern divisions. I'm excited to be a part of this and I look forward to gaining more insight and being a part of important discussions!

In my opinion there needs to be a clear separation and acknowledge of the 2 channels of staffing vs direct employer.

As staffing agencies, like ours, are getting reviews from Candidates, that actually relate to our clients rather than us as an employer. The questions are positioned as if they are being asked to a serving employee rather than a "customer" / candidate that is using the services of an agency.

Appreciate that in the UK 70% of Indeed customers must be direct employers, but internally it must be tagged who is DE vs Staffing, it just needs 2 different logic functions for the review contact form, if DE show this, if Staffing show this etc.