# Human Resources Use Cases — Agentican

## 10 workflows your human resources team can delegate today.

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### 1. Job description writing & posting

Draft the job description, then refine with inclusive language, brand alignment and compensation in parallel, approve and post.

![Job description writing & posting](diagrams/human-resources-uc01.svg)

**Key pattern:** Draft → parallel review → approve → post. Three specialists refine simultaneously — inclusive language, brand voice and compensation.

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### 2. Candidate screening & shortlist

Screen applications and pull pipeline metrics in parallel, then compile a ranked shortlist and deliver.

![Candidate screening & shortlist](diagrams/human-resources-uc02.svg)

**Key pattern:** Parallel screening → compile → deliver. Application screening and pipeline analytics run simultaneously.

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### 3. New hire onboarding program

Prepare compliance paperwork, welcome package, training plan, logistics and 30/60/90 plan in parallel, then deliver.

![New hire onboarding program](diagrams/human-resources-uc03.svg)

**Key pattern:** Maximum parallelism. Five workstreams run simultaneously so everything is ready before the new hire walks in.

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### 4. Employee engagement survey analysis

Analyze quantitative results, open-text responses and demographic segments in parallel, then synthesize and deliver.

![Employee engagement survey analysis](diagrams/human-resources-uc04.svg)

**Key pattern:** 3 parallel analyses → synthesize → deliver. Quantitative scores, qualitative themes and demographic segments converge.

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### 5. Performance review cycle preparation

Generate templates, then compile peer feedback, performance data and development themes in parallel, then assemble.

![Performance review cycle preparation](diagrams/human-resources-uc05.svg)

**Key pattern:** Generate → parallel compilation → assemble. Templates are the foundation, then feedback, data and themes compile simultaneously.

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### 6. Compensation benchmarking & pay equity analysis

Benchmark against market data and run pay equity analysis in parallel, compile statistics, approve and finalize.

![Compensation benchmarking & pay equity analysis](diagrams/human-resources-uc06.svg)

**Key pattern:** Parallel analysis → compile → approve → finalize. Market benchmarking and pay equity run simultaneously.

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### 7. Quarterly attrition & retention report

Pull attrition data, analyze exit interviews, add department context and segment by demographics in parallel, then compile.

![Quarterly attrition & retention report](diagrams/human-resources-uc07.svg)

**Key pattern:** 4 parallel analyses → compile → deliver. Attrition data, exit interviews, department context and demographics converge.

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### 8. Policy update & distribution

Draft revised policy, then review legal compliance and draft internal comms in parallel, approve and branch to publish.

![Policy update & distribution](diagrams/human-resources-uc08.svg)

**Key pattern:** Draft → parallel review → approve → branch. Legal compliance and internal comms prepared simultaneously.

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### 9. Employer brand content calendar

Develop content calendar, source employee stories and flag priority roles in parallel, review, approve and schedule.

![Employer brand content calendar](diagrams/human-resources-uc09.svg)

**Key pattern:** Parallel sourcing → review → approve → publish. Content, stories and hiring priorities gathered simultaneously.

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### 10. Workforce planning & headcount model

Model headcount and attrition, calculate costs and gather hiring requests in parallel, then synthesize and deliver.

![Workforce planning & headcount model](diagrams/human-resources-uc10.svg)

**Key pattern:** 3 parallel inputs → synthesize → deliver. Attrition modeling, cost calculations and department requests converge.

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