For Document Uploading:
https://strong-bunny-amazingly.ngrok-free.app/api/v1/admin/
Credentials:
Username: kinpo
Password: kinpo@2025
Chatbot URL:
https://shorturl.at/Og8j0
Sample Queries:
🟢 Resume Screening & CanFor Document Uploading:
https://strong-bunny-amazingly.ngrok-free.app/api/v1/admin/
Credentials:
Username: kinpo
Password: kinpo@2025
Chatbot URL:
https://shorturl.at/Og8j0
Sample Queries:
🟢 Resume Screening & Candidate Evaluation
1. Can you screen the following resumes for the [Job Title] role and rank the top
5 candidates based on suitability?
2. How well does [Candidate Name] match the requirements for [Job Title]
at [Company Name]?
3. What are the top strengths of [Candidate Name], and where do they need
improvement for [Job Title]?
4. Can you compare [Candidate A] and [Candidate B] for the [Job Title] role and
recommend the better fit?
5. Based on the resumes provided, can you identify underrated candidates who
may not have a perfect match but possess high potential?
🟡 Data-Driven Hiring Decisions
1. Can you generate a structured shortlist of the top 10 candidates for the [Job
Title] position?
2. What is the match score for each candidate based on the job requirements?
3. Can you provide a summary of leadership skills across all applicants?
4. Which candidates have experience in [specific skill], and how does it
compare to the job description?
5. Can you create a data table ranking candidates based on technical skills, soft
skills, and experience?
🟠 Skill Gap Analysis & Recommendations
1. What key skills are missing across most applicants for the [Job Title] role?
2. Can you suggest which candidates might benefit from training rather than
hiring externally?
3. Are there candidates with high leadership potential even if they lack
technical skills?
4. Can you recommend job-specific assessments to test candidates'
competencies before hiring?
5. Based on industry trends, what additional skills should recruiters look for in
a [Job Title] role?
🔵 Bias Detection & Fair Hiring
1. Are there any unconscious biases present in the way these resumes are
ranked?
2. Can you evaluate if there is a diverse talent pool in the current applicants?
3. How can we ensure fair and unbiased hiring decisions for the [Job Title] role?
4. Are any candidates being overlooked due to non-traditional career paths?
5. Can you compare male vs. female applicant trends in this hiring batch?
🟣 Hiring Strategy & Workforce Planning
1. Based on past hiring trends, what skills will be in high demand for this
industry?
2. How can we improve our candidate pipeline for future hiring needs?
3. Can you recommend strategies for reducing hiring time while maintaining
quality?
4. What are the top predictors of success for employees in this industry?
5. Can you identify hidden talent pools within our existing applicants?
🟤 Cultural Fit & Long-Term Retention
1. Can you assess which candidates align best with our company values and
culture?
2. Which candidates have demonstrated long-term stability in their previous
roles?
3. Can you predict which candidates are likely to stay long-term in this
position?
4. Are there any red flags in job-hopping trends in the current applicant pool?
5. How can we improve our hiring process to attract loyal, high-performing
employees?
🟢 Executive & Leadership Hiring
1. Can you evaluate the strategic leadership experience of candidates for a C-
level role?
2. Who among the applicants has experience managing large teams?
3. Which candidates have demonstrated a history of innovation and problem-
solving?
4. Can you compare two candidates based on their executive decision-making
skills?
5. How do we assess the emotional intelligence of leadership candidates?
🟡 Industry-Specific Resume Analysis
1. How would you screen candidates differently for a tech role vs. a sales role?
2. What are the top skills needed for a finance executive in 2025?
3. Which candidates have retail experience, and how does it impact their
ranking?
4. How should we evaluate candidates for a highly regulated industry (e.g.,
healthcare, finance)?
5. Can you analyze the resumes of marketing professionals based on digital
skills?
🟠 AI-Powered Talent Forecasting
1. Based on these resumes, what future hiring trends should we be aware of?
2. How do we ensure we are hiring for future-proof skills in this industry?
3. Can you predict which candidates are likely to move into leadership roles?
4. How should we adjust our hiring process based on emerging AI and
automation trends?
5. Are there skills becoming obsolete in this industry based on resume trends?
🔵 Optimizing the Hiring Funnel
1. What are the top reasons candidates drop out of the hiring process?
2. How can we attract more top-tier candidates for our job postings?
3. Can you suggest ways to improve our job descriptions to get better
applicants?
4. How does our candidate pool compare to industry benchmarks for similar
roles?
5. Can you track applicant trends over time and suggest optimizations for
recruitment?
didate Evaluation
1. Can you screen the following resumes for the [Job Title] role and rank the top
5 candidates based on suitability?
2. How well does [Candidate Name] match the requirements for [Job Title]
at [Company Name]?
3. What are the top strengths of [Candidate Name], and where do they need
improvement for [Job Title]?
4. Can you compare [Candidate A] and [Candidate B] for the [Job Title] role and
recommend the better fit?
5. Based on the resumes provided, can you identify underrated candidates who
may not have a perfect match but possess high potential?
🟡 Data-Driven Hiring Decisions
1. Can you generate a structured shortlist of the top 10 candidates for the [Job
Title] position?
2. What is the match score for each candidate based on the job requirements?
3. Can you provide a summary of leadership skills across all applicants?
4. Which candidates have experience in [specific skill], and how does it
compare to the job description?
5. Can you create a data table ranking candidates based on technical skills, soft
skills, and experience?
🟠 Skill Gap Analysis & Recommendations
1. What key skills are missing across most applicants for the [Job Title] role?
2. Can you suggest which candidates might benefit from training rather than
hiring externally?
3. Are there candidates with high leadership potential even if they lack
technical skills?
4. Can you recommend job-specific assessments to test candidates'
competencies before hiring?
5. Based on industry trends, what additional skills should recruiters look for in
a [Job Title] role?
🔵 Bias Detection & Fair Hiring
1. Are there any unconscious biases present in the way these resumes are
ranked?
2. Can you evaluate if there is a diverse talent pool in the current applicants?
3. How can we ensure fair and unbiased hiring decisions for the [Job Title] role?
4. Are any candidates being overlooked due to non-traditional career paths?
5. Can you compare male vs. female applicant trends in this hiring batch?
🟣 Hiring Strategy & Workforce Planning
1. Based on past hiring trends, what skills will be in high demand for this
industry?
2. How can we improve our candidate pipeline for future hiring needs?
3. Can you recommend strategies for reducing hiring time while maintaining
quality?
4. What are the top predictors of success for employees in this industry?
5. Can you identify hidden talent pools within our existing applicants?
🟤 Cultural Fit & Long-Term Retention
1. Can you assess which candidates align best with our company values and
culture?
2. Which candidates have demonstrated long-term stability in their previous
roles?
3. Can you predict which candidates are likely to stay long-term in this
position?
4. Are there any red flags in job-hopping trends in the current applicant pool?
5. How can we improve our hiring process to attract loyal, high-performing
employees?
🟢 Executive & Leadership Hiring
1. Can you evaluate the strategic leadership experience of candidates for a C-
level role?
2. Who among the applicants has experience managing large teams?
3. Which candidates have demonstrated a history of innovation and problem-
solving?
4. Can you compare two candidates based on their executive decision-making
skills?
5. How do we assess the emotional intelligence of leadership candidates?
🟡 Industry-Specific Resume Analysis
1. How would you screen candidates differently for a tech role vs. a sales role?
2. What are the top skills needed for a finance executive in 2025?
3. Which candidates have retail experience, and how does it impact their
ranking?
4. How should we evaluate candidates for a highly regulated industry (e.g.,
healthcare, finance)?
5. Can you analyze the resumes of marketing professionals based on digital
skills?
🟠 AI-Powered Talent Forecasting
1. Based on these resumes, what future hiring trends should we be aware of?
2. How do we ensure we are hiring for future-proof skills in this industry?
3. Can you predict which candidates are likely to move into leadership roles?
4. How should we adjust our hiring process based on emerging AI and
automation trends?
5. Are there skills becoming obsolete in this industry based on resume trends?
🔵 Optimizing the Hiring Funnel
1. What are the top reasons candidates drop out of the hiring process?
2. How can we attract more top-tier candidates for our job postings?
3. Can you suggest ways to improve our job descriptions to get better
applicants?
4. How does our candidate pool compare to industry benchmarks for similar
roles?
5. Can you track applicant trends over time and suggest optimizations for
recruitment?
for checking ng data use this
https://strong-bunny-amazingly.ngrok-free.app/api/v1/admin/aura_talentmatc
h/hrresume/
DATA USE ACCURACY
1 - Highly Accurate
2 - Accurate
3 - Mid Accurate
4 - Low Accurate
5 - Not Accurate
AUTOMATION ENGINEER 1 - Highly Accurate
AUTOMATION ENGINEER & ACTIMAI PH 1 - Highly Accurate
MARK VINCENT G. MENDOZA & AUTOMATION ENGINEER 1 - Highly Accurate
MARK VINCENT G. MENDOZA & KENNETH LOPEZ & AUTOMATION ENGINEER 1 - Highly Accurate
N/A 2 - Accurate
AUTOMATION ENGINEER
1 - Highly Accurate
N/A 1 - Highly Accurate
N/A 1 - Highly Accurate
PLC PROGRAMMING
3 - Mid Accurate
N/A 2 - Accurate
AUTOMATION ENGINEER 1 - Highly Accurate
NPI SENIOR ENGINEER 1 - Highly Accurate
Summary
Mark Vincent G. Mendoza as the top candidate based on his strong alignment with the role (5 years of experience, PLC progra
Lean Six Sigma). The ranking aligns with the job requirements, so I rank it as the high accuracy rating.
The bot provided a detailed match assessment for candidates, focusing on relevant skills and experience. The response aligns
requirements and company context, so I rank it as the high accuracy rating.
The bot accurately identified Mark Vincent’s strengths (education, technical skills, certifications) and provided actionable area
improvement, making the response highly relevant and accurate.
The bot compared the candidates based on their skills and experience, recommending Mark Vincent as the better fit due to hi
alignment with the role. The comparison was logical and accurate.
The bot identified Kenneth Lopez as an underrated candidate with high potential, despite ranking him second in Q1. This creat
inconsistency: if Mark Vincent is the top match, he should also have high potential. The bot failed to explain why Kenneth’s po
higher despite a lower suitability score, leading to a low accuracy rating.
The bot provided the top 10 candidates for Automation Engineer. It is accurate to docs
The bot provided the match score for each canidates based on job requirements of Automation Engineer
The bot provided the summary of leadership skills across all applicants that is related to the job description
The bot correctly identified Mark Vincent G. Mendoza’s PLC programming experience (Keyence PLC, ladder logic) and his align
the job description. However, it inaccurately claimed Edward R. Andaya has PLC programming experience, as his skills (electric
troubleshooting, maintenance) do not mention PLCs. This error misrepresents Edward’s fit for the role, reducing the response
The bot provided the key skills missing across applicants for job for automation Engineer and it was accurate based on the doc
The bot provided the correct and accurate answer
