Generative AI for Business Applications

Understand the HireSmart project brief, TalentBridge's hiring challenges, project objectives, users, budget, and business requirements.

Assign project roles and responsibilities across HR Project Lead, People Data Analyst, Talent Acquisition Lead, Employer Brand & Tools Lead, and Candidate Experience Lead.

Set up the shared Google Drive folders, Notion task board, prompt log, and required AI tools.

Analyze the provided hiring data, including monthly offers, accepted offers, early exits, hiring sources, recruiter workload, and application metrics.

Identify major hiring problems such as the 48-day time-to-hire, declining offer acceptance, manual resume screening, and early employee exits.

Prepare a 1-page hiring data insights report containing key trends, calculations, findings, and identified process bottlenecks.

Analyze the candidate and employee survey data provided in Data Set 3.

Analyze candidate, recruiter, and new-joiner feedback from Data Set 4.

Group feedback into major positive and negative themes.

Identify important candidate and employee pain points such as delayed feedback, unclear job descriptions, and weak onboarding.

Create three candidate/new-joiner personas based on the available research and project data.

Create a complete hiring and onboarding journey map showing important stages, pain points, and areas of frustration.

Compare TalentBridge Technologies with the three fictional benchmark employers provided in the project.

Analyze differences in hiring speed, employer strengths, weaknesses, onboarding practices, and candidate experience.

Create an employer SWOT analysis for TalentBridge Technologies based on the available evidence.

Convert the client's hiring targets into measurable SMART HR objectives.

Define the metric, formula, data source, baseline, target, and review frequency for each objective.

Prepare a benchmark summary, employer SWOT, and HR metrics table for review.

Document the current TalentBridge hiring and onboarding process and identify slow or repetitive activities.

Design a future-state hiring and onboarding process that addresses the identified candidate and recruiter pain points.

Clearly identify which activities are AI-assisted and which decisions must remain human-only.

Create resume-screening and interview-scoring decision rules for the HireSmart process.

Review the rules for potential bias involving factors such as gender, age, religion, caste, college, and other inappropriate screening factors.

Prepare the current-vs-future process flowchart, decision rules, bias checklist, and privacy checklist.

Create a 60-day rollout plan for implementing the redesigned hiring and onboarding process.

Define implementation activities, owners, timeline, training requirements, communication requirements, and risks.

Prepare the project budget using the client's ₹2,00,000 budget.

Prepare an HR solution presentation explaining the proposed process, targets, costs, rules, and expected improvements.

Present the proposed solution to the trainer acting as TalentBridge's HR Head and collect feedback.

Update the solution based on the review and produce an approved plan with a written change list.

Create employer-brand communication content for TalentBridge Technologies.

Prepare four LinkedIn employer-brand posts based on the HireSmart strategy.

Create a new-joiner communication series covering Day -7, Day 1, Day 7, and Day 30.

Create standardized and inclusive job descriptions for Java Developer, QA Engineer, and Business Analyst roles.

Separate must-have and nice-to-have skills and include responsibilities, benefits, and hiring steps in the job descriptions.

Complete a peer review of the content against the fairness and privacy rules before finalizing the materials.

Create a structured interview question bank for the required roles with appropriate scoring guides.

Conduct an AI-based mock interview to test the interview questions and scoring approach.

Create a 40-question HR FAQ covering common candidate and new-joiner questions.

Define human hand-over rules for sensitive topics such as complaints, harassment, health, and pay disputes.

Audit the HR documents and content for biased language, incorrect information, and unsafe use of personal data.

Prepare the interview kit, FAQ, audit log, and 1-page HR AI usage guidelines.

Create a 1-page PRD, wireframe, tool list, and knowledge file defining the HireSmart prototype requirements and rules.

Build a mobile-friendly Careers Page containing job roles, job descriptions, benefits, hiring steps, timelines, FAQ, and an Apply button.

Build the Application Automation using Google Forms, Google Sheets, and an automated acknowledgement email.

Build the Ask HR assistant and Hiring Dashboard, including candidate questions, human hand-over rules, dummy resume scoring, hiring funnel, and time-to-hire metrics.

Cross-test all prototype components, fix identified issues, complete the HR solution document, and prepare the 12–15 slide presentation and backup demo video.

Conduct the final live demonstration: Careers Page → Dummy Application → Acknowledgement → Ask HR → Hiring Dashboard → Prompt Demo, and submit all final deliverables.