AI USE CASES YOU CAN REUSE.English edition · Individuals, independents, small businesses
Spotted on the web

Have IA officers sort CVs and prepare candidate files

Use described publicly by CCI Paris Île-de-France (28 September 2026), summarised by the desk. Not tested by iadujour.

The result to aim for

Neonitium, an engineering company, built during the AI Boost "(A) Camp Agents of the CCI Paris Île-de-France agents who source, sortes and prepares the applications, the decision remaining human.

What was done

According to CCI Paris Île-de-France (28 September 2026), Steeven Savy, leader of Neonitium (engineering for space, defence, automotive and medical devices), followed the AI Boost Camp Agents over night weeks. Its recruitment agents search for profiles, open platforms, download and sort CVs and make a first selection. They send an adjunct link to unreachable candidates, prepare candidate cards, competitiveness files and e-mails, validated before sending. Appeals, prequalification, interviews and decisions remain human. The company has also converted its ISO 9001 procedures and video tutorials into instructions for agents.

Before you start

Tool cited by the source: Agents IA. Gather the information the prompt asks for. Strip confidential data that is not needed and check your tool’s access terms. Features and plans can change.

The method, in three steps.

  1. Gather the context

    Gather the information described in the prompt.

  2. Adapt the prompt

    Copy the prompt below, replace the bracketed items, then paste it into the AI assistant you use. The cited tool (Agents IA) is not necessarily available to the public..

  3. Reread before using

    Reread the result, correct it if needed and keep the final decision. Caveats are detailed below.

Your starting point.

Replace the bracketed items, then adapt the proposal to your situation. This prompt is written by the iadujour desk It is not a quotation from the source.

The prompt to customise
Here is a job offer:
Here are 10 anonymous resumés:

1. For each CV, indicate the mandate competitions present, absent or unknown, citing the passage of the CV.
2. Classified candidates in three groups: call, review, and non-criteria.
3. For candidates to call, prepare 3 pre-qualification questions.
Use neither age, sex, origin, or address as a criterion.

What deserves your attention

An automated CV sorting can remove profiles for bad reasons: document criteria, check a sample of releases and inform applicants of the processing of their data.
Origin of the case. Use described publicly by CCI Paris Île-de-France (28 September 2026).
Proof level: Testimony published by an identified source. Source checked on 10 November 2026. Use described by the source, not tested by the desk. Original summary written by iadujour.fr: figures and claims are the source’s; the prompt is a desk proposal, not a quotation.
TO GO FURTHER

Other ideas to put to work.

The whole HR theme
DISCUSSION

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