Use ChatGPT Work to build a consistent qualification-to-requirement evidence matrix from the same authorized job criteria and application fields for every candidate. It may cite where evidence supports, contradicts, or does not establish a requirement and flag criteria that may act as unlawful or irrelevant proxies. Keep the matrix from becoming a verdict. Missing evidence is not a failed qualification; polished prose is not stronger evidence; and similarity to prior hires is not job relatedness. ChatGPT must not infer protected traits, rank people, reject applicants, advance a shortlist, contact candidates, or write back to the applicant system. The attached figures are projected role-task priors, not measured ChatGPT adoption by human resources specialists, so they support a controlled trial rather than a claim about current practice.