Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.

“Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.” is a supplemental task performed by Human Resources Specialists. Among the occupation's 26 rated tasks, workers place it 14th by importance (#13 most important). About 64% of workers say it is relevant to their job.

This is a single occupation-specific task statement from O*NET. The figures below describe how central the task is to the job and what independent studies measure about AI and this kind of work — not a prediction that the task will be automated.

Work activities this task rolls up to

O*NET groups concrete tasks into broader work activities shared across many occupations.

• Examine materials or documentation for accuracy or compliance. in Evaluating Information to Determine Compliance with Standards

AI exposure

The OpenAI / Eloundou “GPTs are GPTs” study rates this task E1. Direct exposure — a language model could plausibly cut the time to do this task by at least half.

Exposure measures whether a model could meaningfully speed the task up — it is an estimate of overlap with model capabilities, not a measure of whether the work will be done by software. The study's intermediate score (β) for this task is 1.00. Automation potential label: T3.

Other tasks in this occupation

• Interpret and explain human resources policies, procedures, laws, standards, or regulations. · importance 4.7
• Hire employees and process hiring-related paperwork. · importance 4.5
• Administer employee benefit plans. · importance 4.5
• Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). · importance 4.4
• Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees. · importance 4.3
• Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software. · importance 4.3
• Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. · importance 4.3
• Conduct reference or background checks on job applicants. · importance 4.3
• Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. · importance 4.2
• Review employment applications and job orders to match applicants with job requirements. · importance 4.2
• Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. · importance 4.2
• Schedule or conduct new employee orientations. · importance 4.1
• Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. · importance 4.0
• Confer with management to develop or implement personnel policies or procedures. · importance 4.0

See all tasks on the Human Resources Specialists page.

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-task-18876,
  title  = {Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/tasks/task-18876}
}