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

76%

Does it follow best practices?

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Securityby

Passed

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Fix and improve this skill with Tessl

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

Quality

Content

85%

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

The content is lean, well-structured, and includes explicit validation checkpoints, scoring highly on conciseness, workflow clarity, and progressive disclosure. The main weakness is actionability, where several strategic steps remain abstract rather than concretely instructive.

Suggestions

Convert abstract steps like 'Wait for the Right Moment' and 'Recognize and Reward' into concrete, checkable actions (e.g., specific signals to watch for, a concrete reward/acknowledgment gesture).

Add one or two concrete mini-examples of an unconventional skill and the crisis scenario where it proves decisive, beyond the validation-step prompt.

Make the Validation checks operational by specifying how to verify them (e.g., a short checklist or evidence to collect) rather than restating the principle.

Dimension	Reasoning	Score
Conciseness	The ~45-line body is lean and focused, never explaining concepts Claude already knows; every line earns its place with tight prose and bullets.	3 / 3
Actionability	Concrete directives exist ('Do not reject candidates based on social status', a scenario test in Validation), but several steps like 'Wait for the Right Moment' and 'Recognize and Reward' are abstract and descriptive rather than concretely instructive.	2 / 3
Workflow Clarity	Four steps are clearly sequenced (Accept, Withstand, Wait, Recognize) and the Validation section provides explicit checkpoints with failure conditions ('if unconventional members are marginalized...', 'if no scenario exists').	3 / 3
Progressive Disclosure	Under 50 lines with no external references needed (no references/scripts/assets bundle exists), and the body is well-organized into clear sections, meeting the simple-skill allowance for a level-3 score.	3 / 3
	Total	11 / 12 Passed

Description

67%

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 distinctive historical framing, but its action list is narrow and the natural trigger-term coverage is limited, leaving some overlap risk with generic recruiting skills.

Suggestions

Broaden natural trigger terms (e.g., 'hiring', 'staffing', 'building a diverse team', 'team composition for crisis') so users are more likely to phrase a request that matches.

Name a few more concrete actions the skill performs (e.g., 'assess, accept, and retain unconventional talent') to lift specificity from 2 to 3.

Tighten the distinction from generic recruiting by foregrounding 'unconventional' or 'crisis-ready' recruitment in the opening clause.

Dimension	Reasoning	Score
Specificity	Names the domain ('recruiting team members or building an organization for unpredictable environments') and a core action with two concrete examples ('dog thieves' and 'rooster imitators'), but does not enumerate multiple distinct concrete actions like a level-3 anchor.	2 / 3
Completeness	Explicitly answers both what (acceptance of unconventional talents) and when, opening with an explicit 'Use when...' trigger clause rather than merely implying it.	3 / 3
Trigger Term Quality	Uses natural phrasing a user might say ('recruiting team members', 'building an organization'), but coverage is narrow and misses common variations such as 'hiring', 'staffing', 'team building', or 'diverse talent'.	2 / 3
Distinctiveness Conflict Risk	The crisis/unconventional-talent framing carves a distinctive niche, but the leading trigger 'recruiting team members' is general enough to overlap with a generic recruiting or team-building skill.	2 / 3
	Total	9 / 12 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: 79c272f

Reviewed: 4 days ago

Table of Contents

Discovery Implementation Validation

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