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attract-talent-to-organization

Use when recruiting capable individuals or rebuilding a team after setbacks. Demonstrates how symbolic gestures of respect, generous incentives, and shared hardship attract talent from afar, following Warring States recruitment principles.

60

Quality

70%

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SecuritybySnyk

Passed

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tessl review fix ./kg/ontology/ontology-v1/skus/procedural/skill_082/SKILL.md
SKILL.md
Quality
Evals
Security

Quality

Content

78%Weight 40%Scale 1-5

Reviews the quality of instructions and guidance provided to agents. Good implementation is clear, handles edge cases, and produces reliable results.

The content is a well-organized, lean instructional skill with concrete examples and a real verification checklist, suited to its simple single-purpose scope. Its main limitation is qualitative actionability and the absence of an explicit error-recovery feedback loop.

DimensionReasoningScore

Conciseness

The body is lean with no padding or explanation of concepts Claude already knows; minor redundancy between steps (e.g., 'Honor a worthy person' and 'Lower your status to show sincerity') and the lightly fluffy 'Expected Outcomes' section keep it just below the every-token-earns-its-place anchor of 5.

4 / 5

Actionability

As an instruction-only skill it gives concrete, specific guidance with worked examples ('build them a residence, address them as a teacher', 'mourn the dead, comfort orphans'), so it clears the executable-guidance bar; it is not 5 because guidance is qualitative rather than fully crisp/spec'd.

4 / 5

Workflow Clarity

Five steps are clearly sequenced and a dedicated 'Verification' section provides explicit checkpoints (e.g., confirm a symbolic demonstration occurs before broader recruitment); it is not 5 because there is no explicit validate->fix->retry feedback loop for error recovery.

4 / 5

Progressive Disclosure

The skill is under 50 lines, single-purpose, with no need for external references, and is organized into clear sections (Overview, Steps, Expected Outcomes, Verification), which meets the simple-skill exception for a top score.

5 / 5

Total

17

/

20

Passed

Description

62%Weight 40%Scale 1-5

Based on the skill's description, can an agent find and select it at the right time? Clear, specific descriptions lead to better discovery.

The description has a clear 'Use when...' trigger and answers both what and when, but its capability list leans on abstract concepts rather than crisp concrete actions and lacks common synonyms like 'hiring'. It is a solid, distinct skill description with room to sharpen specificity and trigger coverage.

Suggestions

Add concrete, user-natural trigger synonyms such as 'hiring', 'staffing', or 'building a team' alongside 'recruiting capable individuals'.

Replace abstract mechanism phrasing with crisper action verbs (e.g., 'offer generous incentives, perform a public gesture of respect, share hardship with the team') to lift specificity.

Tighten the 'what' clause so the core method reads as concrete actions rather than a thematic description.

DimensionReasoningScore

Specificity

Names the domain (recruiting/rebuilding a team) and lists a few concrete mechanisms ('symbolic gestures of respect, generous incentives, and shared hardship'), but these are abstract concepts rather than crisp executable actions, so it falls short of the 'several specific actions' bar of 4.

3 / 5

Completeness

Explicitly answers both 'when' ('Use when recruiting capable individuals or rebuilding a team after setbacks') and 'what' ('Demonstrates how symbolic gestures of respect, generous incentives, and shared hardship attract talent from afar'); the 'what' is present but somewhat abstract, so it is not the fully concrete anchor of 5.

4 / 5

Trigger Term Quality

Contains relevant natural terms like 'recruiting capable individuals' and 'rebuilding a team after setbacks', but misses common synonyms a user might say (hiring, staffing, building a team), keeping it below the good-coverage anchor of 4.

3 / 5

Distinctiveness Conflict Risk

The niche framing ('Warring States recruitment principles', 'rebuilding a team after setbacks') makes it mostly distinct with only minor overlap risk against generic leadership/hiring skills, just short of the minimal-conflict clarity of 5.

4 / 5

Total

14

/

20

Passed

Validation

100%

Checks the skill against the spec for correct structure and formatting. All validation checks must pass before discovery and implementation can be scored.

Validation16 / 16 Passed

Validation for skill structure

No warnings or errors.

Repository
baojie/shiji-kb
Reviewed

Table of Contents

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