Operating scope

Country head

Capability

All capabilities

Active handovers

Outcomes written back

Connected work · Agent system

Business vertical

People and workforce

Agent on shift

Screening Agent

Accountable person

Hiring managers

Evidence · hourly

Roster and attendance

Next step

PeopleOS

PeopleOS · screen 01 of 05

Screening interviews

Frontline hiring at volume, in the language the candidate actually speaks.

3 issues · 1 waiting on you

Issues in scope

3 instances across 3 places

Waiting on you

0 already decided in this session

Three largest

AED 7.8m–AED 24.9m

Modelled annual value, three largest only

Running without asking

0 armed and waiting on a threshold

Decision owner

Country head

Returns to Country HR, Group

Scope

Oman

27 stores · all capabilities

Listen

Applications from every channelRole requirements and shift patternsCandidate's stated languageRight to work status held by HR

Process

Same questions, same order, every candidateLanguage chosen by the candidateStructured answers, not impressions

Act

Screening interview in the candidate's languageStructured result to the hiring managerRefusal to score anything outside the criteria

Written backEvery outcome returns to the systems that produced the evidence.

KindOrder

Queue

3 issues · 1 waiting on you

Done

Every screening interview produces the same structured record

Express, Al Quoz

What happened

Availability, shift flexibility, relevant experience, language coverage for the store's catchment, and the candidate's own questions. Recorded as fields, not as a written impression.

Why it matters

Structured records are comparable, and comparable records are what makes a hiring decision explainable six months later. It also means a candidate rejected at screening can be found again when a different role opens, instead of disappearing.

Already done

Running across every channel, in the languages the frontline actually applies in.

Worth

AED 5.6m to AED 17.6m a yearModelledStructured records are comparable and searchable. Value is the rescreening avoided when the next role opens and the decisions that stay explainable.Screened candidates found again later

Then what

Running continuously, records searchableCountry HRStanding, no return date

Structured, comparable, and searchable when the next role opens

Approve

1,110 frontline applications a month in Oman are screened by whoever has time

Oman

What happened

Applications arrive faster than they can be screened. The ones reached first are the ones screened, and candidates applying in a language the available screener does not speak tend to wait longest.

Why it matters

Two costs. Vacancies stay open in stores that are already short, which shows up as queue wait and service. And the selection is shaped by who happened to be available to call, which is shaped by availability rather than by fit.

Already done

A structured screening interview is built to the role criteria, running in the candidate's chosen language, with the same questions in the same order for everyone.

Worth

AED 2.2m to AED 7.3m a yearModelledVacancies staying open in stores that are already short, plus screening capacity setting who gets considered. Value is the coverage gap closed and the screening cost avoided.Applications screened within 24 hours

Then what

Screening armed on every application within 24 hoursCountry HRReports back 30 Sept

If approved

Screening runs on every application in Oman within 24 hours, in the candidate's language

If declined

Screening capacity keeps setting who gets considered, and the slowest languages wait longest

Declined

The agent declined to score anything outside the role criteria

Al Ansab

What happened

The interview audio contains accent, fluency, background noise, hesitation and a great deal else. None of it is scored. Only the answers to the role criteria are recorded.

Why it matters

Scoring a candidate on how they sound is discrimination with a technical explanation attached. It has no place in a screening model and it is not in this one.

Already done

The scoring model reads answers against criteria. It does not read voice characteristics, and the criteria are visible to HR.

Exposure

Not a revenue lineScoring voice characteristics is discrimination with a technical explanation attached, in six jurisdictions at once.Scoring held to role criteria only

Then what

Refusal held, role criteria onlyGroupStanding, no return date

Override

Nobody. Refused at design

Cost of overriding

Scoring voice characteristics is discrimination with a technical explanation attached