diverse-talent-recruitment

Use when recruiting team members or building an organization for unpredictable environments. Based on Mengchang Jun's (孟尝君) acceptance of unconventional talents — including 'dog thieves' and 'rooster imitators' — who proved invaluable when conventional skills failed in crisis.

Quality

67%

Does it follow best practices?

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Passed

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tessl review fix ./kg/ontology/ontology-v1/skus/procedural/skill_155/SKILL.md

Quality

Content

56%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 skill is well-structured and brief with a clear sequenced workflow and a validation section, but its guidance stays at the level of strategic principles rather than concrete, executable steps. Some historical padding could be trimmed for token efficiency.

Suggestions

Convert each step's abstract principle into concrete, checkable actions (e.g., explicit candidate-evaluation criteria, signals that social pressure is occurring, concrete reward mechanisms).

Tighten or relocate the 'dog thief'/'rooster imitator' anecdote so it appears once rather than repeating across Steps and the framing.

Fold the Validation checkpoints into the workflow as inline gates (e.g., after 'Accept' insert the equal-treatment check) so feedback loops are part of the sequence rather than a separate section.

Dimension	Reasoning	Score
Conciseness	The body is reasonably sectioned and mostly efficient, but the repeated 'dog thief'/'rooster imitator' storytelling and self-evident principles add padding that could be trimmed without losing meaning.	3 / 5
Actionability	The guidance is largely abstract strategic principles ('Accept All Applicants Without Prejudice', 'Withstand Social Pressure') with high-level hints; only the Validation section adds concrete steps, leaving the bulk missing specific execution detail.	2 / 5
Workflow Clarity	A clear four-step sequence (Accept → Withstand → Wait → Recognize) is paired with a Validation section that provides explicit checkpoints and feedback conditions, though validation lives outside the main flow rather than embedded as inline checkpoints.	4 / 5
Progressive Disclosure	Under 50 lines with no need for external references and well-organized sections (Overview, Steps, Decision Points, Expected Outcomes, Validation), satisfying the simple-skill exception for progressive disclosure.	5 / 5
	Total	14 / 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 an explicit 'Use when…' trigger and a recognizable niche, but its concrete actions are generic and embedded in a historical anecdote rather than enumerated crisply. Trigger coverage is decent but lacks common synonyms.

Suggestions

Lead with a compact action list before the historical framing, e.g. 'Build crisis-ready teams by recruiting unconventional talent. Use when hiring, expanding a team, or staffing for unpredictable environments.'

Add common trigger synonyms such as 'hiring', 'team building', 'diverse hiring', and 'staffing' so the skill surfaces for natural user phrasings.

Tighten the 'what' so the core method (accepting and retaining unconventional talent) reads as a direct capability rather than a parable.

Dimension	Reasoning	Score
Specificity	Names the recruitment domain plus one or two actions ('recruiting team members', 'building an organization for unpredictable environments'), but the actions stay generic and are wrapped in historical framing rather than a comprehensive concrete list.	3 / 5
Completeness	It answers both what (accepting unconventional talents) and when via an explicit 'Use when recruiting team members or building an organization for unpredictable environments' clause, but the 'what' is conveyed through narrative rather than crisp concrete triggers, so it falls short of anchor 5.	4 / 5
Trigger Term Quality	Natural phrases a user might say are present ('recruiting team members', 'building an organization', 'unpredictable environments'), but common synonyms and variations like 'hiring', 'team building', or 'diverse team' are missing.	3 / 5
Distinctiveness Conflict Risk	It occupies a clear niche (diverse/unconventional talent recruitment for crisis readiness) with distinct triggers and only minor overlap risk against a generic hiring skill, keeping it below anchor 5's minimal-conflict bar.	4 / 5
	Total	14 / 20 Passed

Validation

100%

Warnings & errors only

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

Validation — 16 / 16 Passed

Validation for skill structure

No warnings or errors.

Repository: baojie/shiji-kb
Path: kg/ontology/ontology-v1/skus/procedural/skill_155/SKILL.md
Commit: 6b836e3

Reviewed: 13 days ago

Table of Contents

Discovery Implementation Validation

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