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job-description-analyzer

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🇺🇸

Original

English
🇨🇳

Translation

Chinese

JD 分析器

JD Analyzer

在定制简历前，把 JD 转为可追溯的岗位要求与候选人事实之间的比较。
Before tailoring a resume, convert the JD into a traceable comparison between job requirements and the candidate's facts.

先读

Read First

读取 简历事实契约 和 JD 匹配报告模板。后续定制交给 
jd-tailorer
。
Read the Resume Fact Contract and JD Matching Analysis Template. Subsequent tailoring is handled by 
jd-tailorer
.

协作入口

Collaboration Entry

这是 JD 定制前的分析关卡：有母版或已确认 claim 时，先输出要求地图、匹配证据、真实缺口和定制优先级，再进入 
jd-tailorer
。用户也可以只分析 JD，而不生成简历。
若 
jd-tailorer
未收到当前 JD 的分析结果，应在定制前完成同等分析；不要要求用户在两个 skill 之间重复粘贴或确认相同信息。分析只提出建议，不直接改写或生成最终简历。
This is the analysis checkpoint before JD customization: when there is a master version or confirmed claims, first output the requirements map, matching evidence, actual gaps, and customization priorities, then enter 
jd-tailorer
. Users can also only analyze the JD without generating a resume.
If 
jd-tailorer
does not receive the analysis results of the current JD, it should complete equivalent analysis before customization; do not require users to repeatedly paste or confirm the same information between two skills. Analysis only provides suggestions, and does not directly rewrite or generate the final resume.

工作流

Workflow

  1. 提取职位、公司、职责、必需条件、加分项、技术/行业术语和工作方式信号；每项保留 JD 原句或段落作为来源。
  2. 将要求分为 
    must_have
    、
    preferred
    、
    responsibility
    、
    context
    ；不因出现频次自动判断为硬门槛。
  3. 对照候选人已确认的 claim：标为“直接匹配”“相关证据”“缺口”或“待确认”。
  4. 仅对可解释的必需项覆盖情况给出匹配度；说明分母、权重和未纳入评分的信息。分数是排序辅助，不是录用预测。
  5. 给出是否值得定制、应前置的真实经历、需要向候选人确认的信息和不应硬加的关键词。
  1. Extract position, company, responsibilities, mandatory requirements, preferred qualifications, technical/industry terms, and work mode signals; retain the original sentence or paragraph from the JD as the source for each item.
  2. Classify requirements into 
    must_have
    , 
    preferred
    , 
    responsibility
    , 
    context
    ; do not automatically judge as hard thresholds based on frequency.
  3. Compare with the candidate's confirmed claims: mark as "Direct Match", "Relevant Evidence", "Gap", or "To Be Confirmed".
  4. Only provide the matching degree based on the coverage of explainable mandatory requirements; explain the denominator, weight, and information not included in the scoring. The score is a sorting aid, not an employment prediction.
  5. Provide suggestions on whether it is worth customizing, real experiences to prioritize, information to confirm with the candidate, and keywords that should not be forcibly added.

输出格式

Output Format

markdown
undefined
markdown
undefined

JD 分析：<公司> / <岗位>

JD Analysis: <Company> / <Position>

要求地图

Requirements Map

| 类别 | 要求 | JD 来源 | 候选人状态 | 证据/缺口 |
| Category | Requirement | JD Source | Candidate Status | Evidence/Gap |

匹配度

Matching Degree

  • 计算：…
  • 结果：…（解释性指标，不代表录用概率）
  • Calculation: …
  • Result: … (interpretive indicator, does not represent employment probability)

定制优先级

Customization Priorities

  1. …
  1. …

待确认与真实缺口

To Be Confirmed & Actual Gaps

  • …
undefined
  • …
undefined

约束

Constraints

  • JD 关键词的来源是 
    jd
    ，不能直接写入候选人技能或经历。
  • 缺失资格、年限、证书和工作授权如实显示；不建议伪造或暗示具备。
  • 公司文化、薪资和地点等信息与技术要求分开，不用推断替代文本事实。
  • The source of JD keywords is 
    jd
    , do not directly write into the candidate's skills or experiences.
  • Missing qualifications, years of experience, certificates, and work authorization should be displayed truthfully; do not suggest forgery or imply possession.
  • Separate information such as company culture, salary, and location from technical requirements; do not use inference to replace textual facts.