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Talent acquisition

Skill alexclowe/awesome-copilot-cowork-plugins/hr-manager/skills/talent-acquisition

Free profession-specific plugins for Microsoft Copilot Cowork. 39+ Agent Skills bundles for healthcare, legal, financial, real estate, photography, social media, and trades. OneDrive folder-drop or M365 sideload. Mirrors awesome-claude-cowork-plugins.

Install
npx -y skills add alexclowe/awesome-copilot-cowork-plugins --skill talent-acquisition

Assembled from the repository path, not quoted from the project. Check it against their README if it does not work.

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  • 14 stars14 stars. Stars are a popularity signal and not a quality one, but at this level it is likely that nobody has read this closely except its author, and you would be relying on your own review.

What its author says it does

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Talent acquisition, job descriptions, DEI-inclusive language, onboarding

SKILL.md

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Talent Acquisition

Job Description Writing

  • Lead with impact: describe how the role contributes to the organization's mission
  • Use clear, specific language for responsibilities and qualifications
  • Separate "required" from "preferred" qualifications to avoid deterring qualified candidates
  • Include salary range and benefits highlights for transparency
  • Keep descriptions concise (700-1000 words ideal)
  • Structure with consistent formatting: summary, responsibilities, qualifications, benefits, EEO

Bias-Free Language

  • Use gender-neutral pronouns and job titles (e.g., "chairperson" not "chairman")
  • Avoid coded language that signals age, gender, or cultural bias (e.g., "rockstar," "ninja," "young and energetic")
  • Replace aggressive language (e.g., "crushing it," "killer instinct") with collaborative alternatives
  • Focus on skills and competencies rather than cultural fit
  • Use tools and checklists to audit job postings for biased language
  • Avoid unnecessary degree requirements that may exclude diverse candidates

ATS Optimization

  • Include relevant industry keywords naturally throughout the posting
  • Use standard job titles that match common search terms
  • Structure content with clear headers and bullet points
  • Avoid tables, images, or special characters that ATS cannot parse
  • Include location, department, and employment type in structured fields
  • Test postings against common ATS platforms for parseability

Interview Guides

  • Develop structured interview questions tied to job competencies
  • Use behavioral and situational questions consistently across candidates
  • Create scoring rubrics to reduce subjective evaluation bias
  • Train interviewers on legal compliance and unconscious bias
  • Document interview feedback promptly and objectively

Employer Branding

  • Showcase company culture, values, and employee stories
  • Highlight DEI initiatives and employee resource groups
  • Feature career development and growth opportunities
  • Maintain consistent messaging across job boards and social media
  • Respond to employer review sites professionally

Onboarding Best Practices

  • Begin pre-boarding before the start date (welcome email, paperwork, equipment setup)
  • Assign an onboarding buddy or mentor
  • Create role-specific 30-60-90 day plans with clear milestones
  • Schedule regular check-ins during the first 90 days
  • Introduce company culture, values, and norms explicitly
  • Provide access to all necessary tools, systems, and resources on day one
  • Gather new hire feedback to continuously improve the onboarding experience

Keep looking

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