当招聘变为智能体中介：评估双智能体简历筛选中的准入与复现性
When Hiring Becomes Agent-Mediated: Evaluating Access and Recurrence in Two-Agent Résumé Screening
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中文总结 AI 辅助
本研究提出双智能体简历筛选方法，通过雇主与候选方智能体交换证据并更新判断，相比单次调用能改变决策方向，但复现性较低，表明筛选流程本身影响招聘准入。
中文摘要 AI 辅助
招聘是双向的：雇主评估匹配度，而候选人展示并辩护其资格证据。然而，作为第一道门槛的简历筛选，通常被自动化为一对简历-职位对的静态单次调用判断。我们研究了一种双智能体替代方案，其中雇主方和候选方智能体分别代表这些角色，交换证据，并在决定谁晋级之前更新他们的判断。我们使用GPT-5.5和Claude Opus 4.7在600个构造的简历-职位对上比较了这些流程。双智能体筛选推进了更多的申请（GPT-5.5从33.3%到39.3%；Opus 4.7从34.0%到35.5%）。在共同的191对边界池的三次运行中，通过实例率分别从4.5%上升到26.2%，从6.5%上升到16.1%。这并非均匀放宽：双智能体筛选拒绝了单次调用推进的申请，在两个方向上改变了决策。在相似的通过量下，这些流程推进了不同的申请，且没有单次调用阈值能恢复双智能体筛选一致选择的申请。在发现性选择的案例于新运行中重新执行时，双智能体独有的选择比共享选择更少复现，在GPT-5.5下明显，在Opus 4.7下不太确定，而单独的单次调用后续没有显示出类似的下降。随着招聘在双方都变得智能体中介化，筛选流程（而不仅仅是其背后的模型）塑造了谁进入人工审查以及该准入如何可靠地复现。
英文摘要
Hiring is bilateral: employers assess fit, while candidates present and defend evidence of their qualifications. Yet résumé screening, the first gate, is commonly automated as a static, one-call judgment over a résumé-job pair. We study a two-agent alternative in which employer-side and candidate-side agents represent these roles, exchange evidence, and update their judgments before deciding who advances. We compare procedures on 600 constructed résumé-job pairs using GPT-5.5 and Claude Opus 4.7. Two-agent screening advances more applications (33.3% to 39.3% for GPT-5.5; 34.0% to 35.5% for Opus 4.7). Across three runs on the common 191-pair borderline pool, pass-instance rates rise from 4.5% to 26.2% and from 6.5% to 16.1%, respectively. This is not a uniform relaxation: two-agent screening rejects applications one-call advances, changing decisions in both directions. At similar pass volumes, the procedures advance different applications, and no one-call threshold recovers applications consistently selected by two-agent screening. Among discovery-selected cases re-executed in fresh runs, two-agent-only selections recur less often than shared selections, clearly under GPT-5.5 and less certainly under Opus 4.7, while a separate one-call follow-up shows no comparable decline. As hiring becomes agent-mediated on both sides, the screening procedure, not only the model behind it, shapes who reaches human review and how reliably that access recurs.
发表机构
- Northeastern University（东北大学）
机构由 AI 辅助整理，请以论文原文为准。
