Making Offer Issuance Easier and More Enjoyable!
HRs often feel exhausted due to an overload of small tasks.
Candidates asking about timelines, business teams pushing for updates, interviewers failing to provide feedback, new hires inquiring about policies, and managers demanding talent reviews.
While none of these are major issues individually, each one can interrupt your workflow.
If you're already using Feishu, consider delegating these repetitive tasks to Aily first.
Keep these command phrases handy so you won't need to start from scratch next time.
01 Interview Scheduling: No More Back-and-Forth Time Confirmation
The most frustrating part of scheduling interviews isn't sending out invitations.
It's coordinating the availability among candidates, interviewers, and business stakeholders.
You can have Aily check everyone’s schedules, identify overlapping free slots, and then generate meeting invites and notifications accordingly.
Try entering this command:
Schedule the first-round interview for candidate Zhang San. Please check his available times and the busy/free status of three interviewers this week, recommend three 45-minute time slots with mutual availability, and draft both the candidate invitation email and interviewer notifications.
All you need to do is no longer re-coordinate everything yourself.
Just select the most suitable time slot from Aily’s suggested options.
02 Candidate Follow-up: Progress Tracking Without Relying on Memory
When advancing multiple candidates for the same role simultaneously, things can easily become chaotic.
Who has an interview scheduled?
Who is waiting for a response?
Who hasn’t received an offer yet?
Who hasn’t been updated in a while?
If this information is scattered across group chats, spreadsheets, and private messages, HR must repeatedly search and compile it manually every time.
Try giving Aily this instruction:
Summarize the progress of all candidates this week. Extract information from the recruitment sheet, relevant groups, and interview records, and output a candidate status report organized by position, including current bottlenecks, next steps, and responsible parties.
This way, instead of seeing a pile of disorganized messages,
you’ll get a clear candidate progress tracker that supports continuous advancement.
03 Employee Inquiries: Stop Searching Through Chat Groups
HR group conversations easily become cluttered.
Questions about recruitment, onboarding, attendance, compensation, benefits, documentation, and resignations are all mixed together.
Determining who is responsible, whether something is urgent, or if a reply has been sent requires manual judgment each time.
You can set up a daily routine query to Aily:
Read today’s messages in the HR inquiry group, categorize unanswered questions into recruitment, onboarding, attendance, compensation, benefits, documentation, and resignation, flag urgency levels, and draft response content.
This means you don’t have to scroll back through every message.
Let Aily first filter, categorize, and prioritize the questions.
Then you can review and confirm how to respond.
04 Training Review: No More Gathering Data From Everywhere
Registration, check-ins, satisfaction scores, group feedback, and trainer comments are all scattered across different platforms.
For post-training reviews, the first step usually involves hunting down all the materials.
In the past, you’d need to open each file, copy data, and compile them manually.
Now, let Aily prepare the initial draft for you.
Use this command:
Read the registration list, check-in sheet, feedback forms, and training group messages for this session. Analyze registration rate, attendance rate, satisfaction scores, frequently mentioned feedback, and improvement suggestions, then generate a training review document.
Aily will consolidate fragmented information first. Then you can review which feedback points are worth adopting, or turn suggestions into improvements for future training sessions.
05 Talent Review: No More Last-Minute Data Collection
The biggest fear during talent reviews is scrambling to complete data at the last minute.
Performance records are stored in spreadsheets.
OKR documents are saved in files.
Project contributions are scattered across weekly reports and meeting minutes.
Ultimately, HR still needs to make judgments, but a significant amount of time is already spent just locating the necessary information.
This data aggregation step can now be assisted by Aily.
Try this instruction:
Read employee Li Si’s performance records, project documents, manager feedback, OKRs, and related meeting minutes from the past six months, and generate a talent review summary. Include key contributions, strengths, risks, development recommendations, and items requiring further confirmation.
From now on, before the official review, you’ll already have a well-organized preliminary employee profile draft.
HR can then make the final assessment based on current business conditions, team needs, and managerial input.
If you'd like to try it once, simply copy the following statement:
Read my unread messages, calendar events, tasks, emails, and recent meeting minutes today. Keep only HR-related items requiring my action, categorize them as "Must Handle Today / Handle This Week / Can Monitor Later," label the source, involved personnel, deadlines, and suggested next steps, and generate a "Today’s HR Action List."
From now on, leave important communication and decision-making to you.
As for repetitive tasks like gathering information, browsing documents, organizing spreadsheets, and drafting reports, delegate them first to your Feishu Aily intelligent assistant.
Start by trying just one task.
Click "Read Original Article"
and let Aily take on your first HR task!