{
  "name": "採用・選抜・オンボーディング・組織社会化 主張レジスター",
  "version": "0.1",
  "license": "CC BY 4.0",
  "claims": [
    {
      "id": "RS-C01",
      "claim": "採用は求人広告から内定まででなく、仕事の定義、募集、選抜、条件提示、受入れ、試用、社会化、相互確認を結ぶ過程である。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "統合定義",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "breaugh-2013",
        "bauer-2007",
        "saks-2007"
      ],
      "limits": [
        "各段階の責任主体と権利を明示"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C02",
      "claim": "選抜精度を上げる前に、採るべき仕事・成果・制約・相互依存を仕事分析で定義する。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "仕事分析",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "sanchez-levine-2012",
        "campion-2011"
      ],
      "limits": [
        "変化する仕事・将来要件を定期更新"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C03",
      "claim": "職務要件は抽象的な「優秀さ」「地頭」「コミュ力」でなく、観察可能な課題・行動・知識・技能・条件へ分解する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "要件の操作化",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "campion-2011",
        "sanchez-levine-2012"
      ],
      "limits": [
        "障害・文化・話法を能力の代理にしない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C04",
      "claim": "現職の高業績者の共通点だけから採用基準を作ると、過去の選抜・機会・評価の偏りを再生産し得る。",
      "label": "実務原則",
      "directness": "予防原則に基づく推論",
      "relationship": "基準汚染",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "sanchez-levine-2012",
        "ployhart-holtz-2008"
      ],
      "limits": [
        "将来の仕事と独立した基準で検証"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C05",
      "claim": "採用基準、証拠、重み、合格規則、例外を募集開始前に定義し、応募者ごとに後付けしない。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "事前設計",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "levashina-2014",
        "gilliland-1993"
      ],
      "limits": [
        "例外は理由・権限・群別影響を記録"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C06",
      "claim": "職務記述は固定された作業一覧だけでなく、目的、裁量、相互依存、変化、負荷、安全、支援、勤務条件を含める。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "仕事・文脈分析",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "sanchez-levine-2012"
      ],
      "limits": [
        "情報量と理解可能性を両立"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C07",
      "claim": "「カルチャーフィット」を職務要件へ混ぜず、仕事上必要な行動と採用者の類似性・好みを分ける。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "適合境界",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "arthur-2006",
        "rivera-2012",
        "cable-judge-1997"
      ],
      "limits": [
        "価値・需要・能力のどの適合かを明示"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C08",
      "claim": "個人‐仕事、個人‐組織、個人‐集団、個人‐上司適合は異なり、一つの相性得点へ統合しない。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "適合次元",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "kristof-brown-2005"
      ],
      "limits": [
        "知覚適合・自己報告が多い"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C09",
      "claim": "将来の仕事が不確実なら、万能人材を探すより、学習機会、仕事再設計、チーム構成、支援の選択肢も比較する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "採用以外の代替",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "sanchez-levine-2012",
        "campion-2011"
      ],
      "limits": [
        "採用で組織問題を個人へ転嫁しない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C10",
      "claim": "妥当性係数を不変の順位表として使わず、基準、職種、母集団、範囲制限、補正、研究年代を確認する。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "妥当性解釈",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "schmidt-hunter-1998",
        "sackett-2022"
      ],
      "limits": [
        "再分析で推定値が変わる",
        "独自の現地検証が必要"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C11",
      "claim": "構造化面接は非構造化面接より平均的に高い信頼性・妥当性を持つが、偏りを完全に除くわけではない。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "面接メタ分析",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "mcdaniel-1994",
        "levashina-2014"
      ],
      "limits": [
        "職務・面接構造・基準差",
        "群別結果を監査"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C12",
      "claim": "面接構造化には職務分析、共通質問、追質問ルール、行動アンカー、独立採点、面接者訓練、記録を含める。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "構造化要素",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "campion-1997",
        "levashina-2014"
      ],
      "limits": [
        "合理的配慮で形式を調整可能にする"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C13",
      "claim": "非構造化面接の「会えば分かる」という自信を予測精度の証拠にしない。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "直観の限界",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "highhouse-2008",
        "dana-2013"
      ],
      "limits": [
        "実験・レビュー",
        "人との対話自体を否定しない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C14",
      "claim": "複数の有効な証拠は、面接後の総合印象でなく、事前に決めた透明な規則で統合する。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "機械的統合",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "kuncel-2013"
      ],
      "limits": [
        "入力の妥当性・偏りに依存",
        "例外・異議を設計"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C15",
      "claim": "人の最終判断を残す場合も、モデル結果を追認するだけでなく、変更権限、理由記録、独立再審査を持たせる。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "人の監督",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "kuncel-2013",
        "eu-ai-act"
      ],
      "limits": [
        "裁量による偏り再導入を監査"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C16",
      "claim": "状況判断テストは職務状況に近い選択を測り得るが、何を測るか、正答根拠、漏洩、言語負荷を検証する。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "SJT",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "mcdaniel-2001"
      ],
      "limits": [
        "構成概念の混合",
        "職務固有性"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C17",
      "claim": "職務サンプルは現実的でも、練習機会、機材、時間、障害、採点、既経験による群差を監査する。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "職務サンプル",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "roth-2005",
        "un-crpd"
      ],
      "limits": [
        "米国群差研究",
        "無償の実務成果を要求しない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C18",
      "claim": "性格検査や性格を狙った面接の平均的関連を、人格の良し悪し、文化適合、健康、将来忠誠の診断に使わない。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "性格検査・性格面接",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "barrick-mount-1991",
        "van-iddekinge-2016"
      ],
      "limits": [
        "関連は限定的",
        "職務・基準差",
        "構成概念妥当性・回答膨張・自己呈示"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C19",
      "claim": "誠実性検査得点を「正直な人／不正な人」の判定にせず、職務関連性、妥当性、説明、異議を確認する。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "誠実性検査",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "ones-1993"
      ],
      "limits": [
        "基準汚染・自己報告",
        "高不利益判断に単独使用しない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C20",
      "claim": "経歴情報・バイオデータを使う場合、家庭、出身、趣味、健康、宗教等の私生活や保護属性の代理にせず、職務関連性と採点根拠を示す。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "バイオデータ",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "ilo-data",
        "mhlw-fair-recruitment"
      ],
      "limits": [
        "経験的採点の透明性",
        "時代変化"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C21",
      "claim": "複数手法を組み合わせても、同じ偏った基準・評価者・過去データを共有すれば偏りは相殺されない。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "共通バイアス",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "ployhart-holtz-2008",
        "kochling-2020"
      ],
      "limits": [
        "入力・基準・群別誤差を段階別確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C22",
      "claim": "選抜の妥当性と不利な影響はトレードオフになり得るが、差別禁止や合理的配慮を単なる数理最適化の重みにしない。",
      "label": "A",
      "directness": "混合",
      "relationship": "妥当性・公平性",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "de-corte-2007",
        "ployhart-holtz-2008",
        "ilo-c111"
      ],
      "limits": [
        "法的・権利上の最低線を先に置く"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C23",
      "claim": "予測子の平均妥当性が高くても、特定集団の誤棄却・誤採用、アクセス、受検負担を別に評価する。",
      "label": "A",
      "directness": "混合",
      "relationship": "群別誤差",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "bobko-1999",
        "roth-2005"
      ],
      "limits": [
        "米国群分類中心",
        "交差性・小標本"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C24",
      "claim": "採用の成功を入社者の短期評価だけで測ると、選ばれなかった人の反事実と機会格差が見えない。",
      "label": "実務原則",
      "directness": "予防原則に基づく推論",
      "relationship": "選抜後基準",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "sackett-2022",
        "ployhart-holtz-2008"
      ],
      "limits": [
        "検証設計・プライバシーを確保"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C25",
      "claim": "合格者だけで妥当性を検証する場合、範囲制限と機会差を明示し、補正仮定を公開する。",
      "label": "A",
      "directness": "選抜直接研究",
      "relationship": "範囲制限",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "schmidt-hunter-1998",
        "sackett-2022"
      ],
      "limits": [
        "補正は観察できない仮定に依存"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C26",
      "claim": "応募者の公正は、職務関連性、一貫性、情報、発言、対人尊重、理由、訂正可能性を含む。",
      "label": "A",
      "directness": "応募者反応直接研究",
      "relationship": "選抜公正",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "gilliland-1993",
        "hausknecht-2004"
      ],
      "limits": [
        "知覚公正と法的公正を区別"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C27",
      "claim": "候補者体験の満足度を妥当性・公平性の証明にせず、不採用者、辞退者、配慮利用者の経験も含める。",
      "label": "A",
      "directness": "応募者反応直接研究",
      "relationship": "応募者反応",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "hausknecht-2004"
      ],
      "limits": [
        "採否結果による反応差",
        "自己報告"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C28",
      "claim": "選抜手続と評価基準を事前に説明し、本人が理解・準備・配慮申請できる時間を確保する。",
      "label": "A",
      "directness": "応募者反応直接研究",
      "relationship": "事前情報",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "truxillo-2002",
        "gilliland-1993"
      ],
      "limits": [
        "説明だけで不公正を正当化しない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C29",
      "claim": "不採用理由を提供する場合、人格ラベルや秘密スコアでなく、職務基準、証拠、限界、訂正・再応募経路を示す。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "理由説明",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "gilliland-1993",
        "eu-ai-act"
      ],
      "limits": [
        "他候補の個人情報・営業秘密を保護"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C30",
      "claim": "選考期間、連絡、変更、辞退、データ利用を明示し、ゴースティングを候補者の忍耐試験にしない。",
      "label": "実務原則",
      "directness": "応募者反応直接研究",
      "relationship": "手続尊重",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "hausknecht-2004",
        "breaugh-2013"
      ],
      "limits": [
        "自動通知にも問い合わせ経路を付す"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C31",
      "claim": "同じ手続を全員へ機械的に適用することと公平は同じでなく、合理的配慮により形式・時間・媒体を調整する。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "合理的配慮",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "un-crpd",
        "japan-disability-employment",
        "ilo-c159"
      ],
      "limits": [
        "職務の本質的要件と障壁を分ける"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C32",
      "claim": "配慮申請の有無・内容・診断を評価者へ必要以上に伝えず、評価証拠と配慮情報を分離する。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "配慮プライバシー",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "japan-disability-employment",
        "japan-appi",
        "ilo-data"
      ],
      "limits": [
        "必要最小限・アクセス制御"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C33",
      "claim": "採用段階ごとに属性別の到達、通過、辞退、配慮利用、誤り、再審査を監査する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "段階別公平性",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "ployhart-holtz-2008",
        "ilo-c111"
      ],
      "limits": [
        "少人数保護・交差性・法的根拠"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C34",
      "claim": "氏名、人種・民族を示唆する情報、性別、犯罪歴等で同等応募者への応答が変わり得る実証を踏まえ、悪意の有無だけで差別を判断しない。",
      "label": "A",
      "directness": "差別直接研究",
      "relationship": "フィールド実験",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "bertrand-2004",
        "quillian-2017",
        "pager-2009"
      ],
      "limits": [
        "米国中心",
        "段階・属性・職種差"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C35",
      "claim": "性別ステレオタイプは職務の性別類型や情報量等で変わり得るため、評価者研修だけでなく要件・証拠・手続・結果を監査する。",
      "label": "A",
      "directness": "差別直接研究",
      "relationship": "メタ分析",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "koch-2015"
      ],
      "limits": [
        "実験シミュレーション",
        "二分法カテゴリ"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C36",
      "claim": "「保護属性を入力しない」だけでは、住所、学校、名前、職歴空白等の代理変数による差を防げない。",
      "label": "A",
      "directness": "混合",
      "relationship": "代理差別",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "bertrand-2004",
        "kochling-2020"
      ],
      "limits": [
        "属性を監査目的で扱う法的根拠を確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C37",
      "claim": "採用目標を多様性の人数だけへ置かず、求人到達、要件、選考、配属、条件、定着、救済を段階別に改善する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "採用システム",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "ployhart-holtz-2008",
        "ilo-c111"
      ],
      "limits": [
        "逆差別の煽動や個人トークン化を避ける"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C38",
      "claim": "本人の出身地、家族、結婚・妊娠予定、思想信条、組合、健康等を、職務上必要性と法的根拠なく質問・推定しない。",
      "label": "不支持",
      "directness": "公式指針・制度",
      "relationship": "不適切情報",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "mhlw-fair-recruitment",
        "japan-eeoa",
        "japan-appi"
      ],
      "limits": [
        "個別職務・法定要件は専門確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C39",
      "claim": "採用担当者の「無意識バイアス研修」受講を、公平な採用結果の証明にしない。",
      "label": "不支持",
      "directness": "混合",
      "relationship": "研修の限界",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "koch-2015",
        "ployhart-holtz-2008"
      ],
      "limits": [
        "構造化、配慮、群別監査、救済を併用"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C40",
      "claim": "候補者を属性カテゴリの代表として選考・質問せず、個人の職務関連証拠で評価する。",
      "label": "不支持",
      "directness": "公式指針・制度",
      "relationship": "トークン化",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "ilo-c111",
        "mhlw-fair-recruitment"
      ],
      "limits": [
        "積極的措置・法的枠組みを別途確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C41",
      "claim": "募集は誰を惹きつけるかだけでなく、誰に届かず、誰が応募を断念するかを評価する。",
      "label": "A",
      "directness": "採用直接研究",
      "relationship": "募集到達",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "breaugh-2013",
        "chapman-2005"
      ],
      "limits": [
        "応募意図と実応募を区別"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C42",
      "claim": "求人情報には良い面だけでなく、実際の仕事、負荷、支援、評価、勤務場所・時間、契約、賃金範囲を具体的に示す。",
      "label": "A",
      "directness": "採用直接研究",
      "relationship": "現実的職務情報",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "premack-wanous-1985",
        "phillips-1998",
        "japan-employment-security"
      ],
      "limits": [
        "情報過多と理解可能性",
        "変化時に更新"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C43",
      "claim": "現実的職務情報の効果は平均として小さく、厳しさを誇示する「覚悟確認」や離職の自己責任化に使わない。",
      "label": "A",
      "directness": "採用直接研究",
      "relationship": "RJPメタ分析",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "premack-wanous-1985",
        "phillips-1998"
      ],
      "limits": [
        "研究年代・媒体差"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C44",
      "claim": "雇用主ブランドを社内実態から切り離さず、求人表現と配属・上司・仕事・条件の一致を追う。",
      "label": "A",
      "directness": "採用直接研究",
      "relationship": "雇用主ブランド",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "theurer-2018",
        "zhao-2007"
      ],
      "limits": [
        "ブランド研究中心",
        "心理的契約と法的契約を区別"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C45",
      "claim": "求人サイトの美観・個別化が魅力へ影響しても、行動追跡や心理プロファイルで候補者を操作しない。",
      "label": "A",
      "directness": "採用直接研究",
      "relationship": "ウェブ募集",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "dineen-2007"
      ],
      "limits": [
        "実験・技術年代",
        "目的限定と同意"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C46",
      "claim": "採用担当者の親しさ・熱意を仕事の質の代理にせず、候補者が現場・条件・難しさへ直接質問できるようにする。",
      "label": "A",
      "directness": "採用直接研究",
      "relationship": "採用担当者効果",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "chapman-2005"
      ],
      "limits": [
        "魅力と入社後実態を区別"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C47",
      "claim": "従業員紹介は情報・到達を改善し得るが、既存ネットワークの同質性と紹介されない人の機会を監査する。",
      "label": "A",
      "directness": "採用直接研究",
      "relationship": "紹介採用",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "fernandez-2000"
      ],
      "limits": [
        "単一企業観察研究",
        "因果経路・時代差"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C48",
      "claim": "紹介者の評判を応募者の能力・信頼性へ自動転写せず、同じ職務基準で独立評価する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "紹介の境界",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "fernandez-2000",
        "levashina-2014"
      ],
      "limits": [
        "利益相反・縁故・報復を監査"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C49",
      "claim": "SNSの公開情報を、本人が採用目的の利用に同意した情報とみなさない。",
      "label": "不支持",
      "directness": "混合",
      "relationship": "SNSプライバシー",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "roth-social-2016",
        "ilo-data"
      ],
      "limits": [
        "国内法・プラットフォーム規約・期待プライバシーを確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C50",
      "claim": "SNS投稿、写真、友人関係、政治・宗教・健康・家庭情報を、文化適合・性格・信用の秘密スコアにしない。",
      "label": "不支持",
      "directness": "混合",
      "relationship": "SNS選考悪用",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "roth-social-2016",
        "japan-appi"
      ],
      "limits": [
        "職務関連性・正確性・本人訂正が欠ける"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C51",
      "claim": "犯罪歴等の背景情報は、法的根拠、職務関連性、時期、正確性、個別事情、再審査を確認し、一律排除にしない。",
      "label": "実務原則",
      "directness": "差別直接研究",
      "relationship": "背景確認",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "pager-2009",
        "ilo-c111"
      ],
      "limits": [
        "国・職務・法令差",
        "センシティブ情報保護"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C52",
      "claim": "リファレンスチェックは候補者の同意、質問範囲、情報源、正確性、利益相反、本人の訂正経路を設ける。",
      "label": "実務原則",
      "directness": "予防原則に基づく推論",
      "relationship": "照会",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "ilo-data",
        "japan-appi"
      ],
      "limits": [
        "非公式な裏取り・噂を使わない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C53",
      "claim": "選考課題で企業が利用する実務成果を無償で作らせず、時間上限、模擬化、報酬、知財、削除を明示する。",
      "label": "実務原則",
      "directness": "予防原則に基づく推論",
      "relationship": "選考課題の労働",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "roth-2005",
        "japan-labor-standards"
      ],
      "limits": [
        "労働該当性・契約は専門確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C54",
      "claim": "辞退・不採用者のデータを将来募集、モデル訓練、人物プロファイルへ二次利用する場合、別の根拠・通知・選択・保存期限を確認する。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "採用データ統治",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "japan-appi",
        "ilo-data"
      ],
      "limits": [
        "法的保存義務・匿名化の再特定を確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C55",
      "claim": "応募しなかった人をサーベイできない限界を明示し、応募者データだけで募集の包摂性を証明しない。",
      "label": "実務原則",
      "directness": "予防原則に基づく推論",
      "relationship": "欠測・自己選択",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "breaugh-2013",
        "ployhart-holtz-2008"
      ],
      "limits": [
        "母集団推定の不確実性を示す"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C56",
      "claim": "AI採用は求人配信、検索順位、書類選考、面接、ゲーム、照会、統合判断の各段階を社会技術システムとして監査する。",
      "label": "A",
      "directness": "AI採用隣接研究",
      "relationship": "AI採用システム",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "raghavan-2020",
        "kochling-2020",
        "woods-2020"
      ],
      "limits": [
        "新興研究・技術変化",
        "ベンダー主張を独立検証"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C57",
      "claim": "AIの「バイアス除去」「科学的」「感情を読める」という表示を、独立した妥当性・公平性・再現性の証拠なしに採用しない。",
      "label": "不支持",
      "directness": "AI採用隣接研究",
      "relationship": "ベンダー主張",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "raghavan-2020",
        "kochling-2020"
      ],
      "limits": [
        "対象職務・母集団・バージョンごとに検証"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C58",
      "claim": "顔、声、視線、表情、アクセント、端末操作から性格・感情・誠実性・能力を秘密に推定しない。",
      "label": "不支持",
      "directness": "混合",
      "relationship": "生体・行動推定",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "woods-2020",
        "eu-ai-act"
      ],
      "limits": [
        "障害・言語・文化・機器差",
        "科学的妥当性不足"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C59",
      "claim": "AIモデルは訓練データ、目的変数、代理変数、欠測、ラベル作成者、群別誤差、変更履歴を文書化する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "モデル透明性",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "raghavan-2020",
        "eu-ai-act"
      ],
      "limits": [
        "営業秘密で応募者の権利を空洞化しない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C60",
      "claim": "過去の高評価者・在職者を正解ラベルにすると、過去の採用・配属・機会・評価・退出の偏りを学習し得る。",
      "label": "A",
      "directness": "AI採用隣接研究",
      "relationship": "ラベルバイアス",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "kochling-2020",
        "ployhart-holtz-2008"
      ],
      "limits": [
        "因果・反事実を別途設計"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C61",
      "claim": "AI選考の人による確認は、画面上の追認でなく、原証拠、異議、配慮、群別誤差を検討し判断を変更できる権限を持たせる。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "人の監督",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "eu-ai-act",
        "langer-2019"
      ],
      "limits": [
        "自動化バイアス・裁量偏りを両方監査"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C62",
      "claim": "応募者へAI利用、入力、目的、主要な判断要因、保存、共有、人の担当、訂正・異議・代替手続を事前説明する。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "AI説明",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "eu-ai-act",
        "ilo-data"
      ],
      "limits": [
        "法的説明義務の範囲を確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C63",
      "claim": "AI・ゲーム・動画面接を使わない代替経路や合理的配慮を、利用したことが不利益にならない形で用意する。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "代替受検",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "un-crpd",
        "japan-disability-employment",
        "eu-ai-act"
      ],
      "limits": [
        "同等な職務証拠を得る手続を設計"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C64",
      "claim": "モデルの総合精度が高くても、群別の誤棄却、交差性、少数群、環境変化、配慮利用者を検査する。",
      "label": "実務原則",
      "directness": "AI採用隣接研究",
      "relationship": "群別評価",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "kochling-2020",
        "raghavan-2020"
      ],
      "limits": [
        "小標本の不確実性・プライバシー"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C65",
      "claim": "AI採用を停止・ロールバックする条件、影響を受けた応募者への通知・再審査・救済を導入前に決める。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "停止・救済",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "eu-ai-act",
        "japan-appi"
      ],
      "limits": [
        "適用法・保存・再処理を確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C66",
      "claim": "オンボーディングは歓迎イベントでなく、役割明確性、自己効力、社会的受容、資源、適合を仕事の中で形成する過程である。",
      "label": "A",
      "directness": "社会化直接研究",
      "relationship": "新人調整",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "bauer-2007",
        "saks-2007"
      ],
      "limits": [
        "相関研究中心",
        "適合を同化としない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C67",
      "claim": "組織社会化は新人が一方的に文化へ従う過程でなく、新人、上司、同僚、制度が相互に調整する過程として設計する。",
      "label": "実務原則",
      "directness": "社会化直接研究",
      "relationship": "相互過程",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "bauer-2007",
        "saks-2007",
        "kammeyer-2003"
      ],
      "limits": [
        "既存規範への批判・革新を保護"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C68",
      "claim": "制度化された社会化戦術は調整と関連するが、同質化、忠誠儀礼、異議抑制を正当化しない。",
      "label": "A",
      "directness": "社会化直接研究",
      "relationship": "社会化戦術",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "saks-2007",
        "jones-1986"
      ],
      "limits": [
        "相関研究中心",
        "創造性・個別性との緊張"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C69",
      "claim": "新人の情報探索・質問・関係構築は調整と関連するが、必要情報を自力で探させる責任転嫁にしない。",
      "label": "A",
      "directness": "社会化直接研究",
      "relationship": "新人プロアクティビティ",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "morrison-1993",
        "wanberg-2000"
      ],
      "limits": [
        "自己選択・報復リスク",
        "質問しない自由"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C70",
      "claim": "入社前の知識、期待、仕事情報と入社後の上司・同僚・制度を一続きで設計する。",
      "label": "A",
      "directness": "社会化直接研究",
      "relationship": "組織参入",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "kammeyer-2003",
        "bauer-2007"
      ],
      "limits": [
        "観察研究",
        "組織・職種差"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C71",
      "claim": "具体的オンボーディング施策の数を成功指標にせず、いつ誰が実施し、必要資源・役割・関係へ到達できたかを測る。",
      "label": "A",
      "directness": "社会化直接研究",
      "relationship": "オンボーディング施策",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "klein-2015"
      ],
      "limits": [
        "自己報告・相関",
        "因果確定ではない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C72",
      "claim": "上司支援は入社初日だけでなく、その後の減衰、仕事量、フィードバック、配慮、相談権限を追う。",
      "label": "A",
      "directness": "社会化直接研究",
      "relationship": "上司支援",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "jokisaari-2009"
      ],
      "limits": [
        "観察研究",
        "国・組織差"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C73",
      "claim": "バディやメンターは評価者・監視者と分け、変更、複数相談先、秘密の限界、時間を保障する。",
      "label": "実務原則",
      "directness": "社会化直接研究",
      "relationship": "関係支援",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "bauer-2007",
        "morrison-1993"
      ],
      "limits": [
        "関係の相性・権力差",
        "役割負担"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C74",
      "claim": "試用期間を権利・配慮・説明・適正手続のない期間とせず、基準、支援、確認時点、決定理由、異議を事前明示する。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "試用期間",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "japan-labor-standards",
        "japan-eeoa",
        "japan-disability-employment"
      ],
      "limits": [
        "契約・解雇・延長の個別法的判断は専門確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C75",
      "claim": "試用中の目標未達を本人の適性不足と断定する前に、仕事情報、配属、教育、権限、要員、配慮、観察機会を確認する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "試用評価",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "bauer-2007",
        "jokisaari-2009"
      ],
      "limits": [
        "安全・職務の本質的要件を別途確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C76",
      "claim": "内定時と異なる仕事・勤務地・時間・賃金・雇用形態へ変更する場合、早期に理由、選択肢、影響、同意・異議を示す。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "条件変更",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "japan-employment-security",
        "japan-labor-standards"
      ],
      "limits": [
        "適用法・契約を確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C77",
      "claim": "採用時の約束と入社後経験の不一致は心理的契約違反知覚と不利な態度・行動へ関係し得る。",
      "label": "A",
      "directness": "社会化直接研究",
      "relationship": "心理的契約",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "rousseau-1989",
        "zhao-2007"
      ],
      "limits": [
        "法的契約違反と区別",
        "自己報告・因果方向"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C78",
      "claim": "「成長できる」「裁量がある」「家族的」等の曖昧な採用メッセージは、具体的な仕事・資源・権限・例外へ翻訳する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "約束の具体化",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "rousseau-1989",
        "theurer-2018"
      ],
      "limits": [
        "将来を保証せず変更条件を説明"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C79",
      "claim": "新人研修で忠誠、私生活開示、飲酒、屈辱、危険、無償の課題を強制しない。",
      "label": "不支持",
      "directness": "予防原則に基づく推論",
      "relationship": "有害な社会化",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "saks-2007",
        "ilo-c111"
      ],
      "limits": [
        "安全・ハラスメント・労働時間制度を確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C80",
      "claim": "リモート・ハイブリッド入社では、機器、アカウント、文書、会議、雑談、相談、勤務境界への等しいアクセスを設計する。",
      "label": "実務原則",
      "directness": "社会化直接研究",
      "relationship": "分散オンボーディング",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "kammeyer-2003",
        "klein-2015"
      ],
      "limits": [
        "直接研究が限定的",
        "デジタル監視にしない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C81",
      "claim": "早期離職をオンボーディング失敗または新人の失敗と即断せず、本人の選択、誤情報、条件不一致、健康、安全、別機会を区別する。",
      "label": "A",
      "directness": "社会化直接研究",
      "relationship": "早期離職",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "allen-2006",
        "zhao-2007"
      ],
      "limits": [
        "観察研究",
        "離職理由の欠測"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C82",
      "claim": "定着率を上げるために退出の自由、転職活動、代表・相談、苦情を抑制しない。",
      "label": "不支持",
      "directness": "予防原則に基づく推論",
      "relationship": "定着の境界",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "allen-2006",
        "ilo-c111"
      ],
      "limits": [
        "健全な定着と拘束を分ける"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C83",
      "claim": "採用・オンボーディングの成果は、妥当性、群別機会、候補者の尊重、条件一致、調整、安全、健康、業績、退出を多面的に評価する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "多次元成果",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "hausknecht-2004",
        "bauer-2007",
        "ployhart-holtz-2008"
      ],
      "limits": [
        "一指標最適化を避ける"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C84",
      "claim": "公開する採用データには、母集団、段階、基準、手法、配慮、辞退、群別結果、欠測、モデル版、再審査、禁止用途を付す。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "オープンデータ統治",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "raghavan-2020",
        "ilo-data"
      ],
      "limits": [
        "少人数・営業秘密・個人情報を保護"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C85",
      "claim": "良い採用とは「最良の人」を秘密に順位づけることではなく、仕事を明確にし、関連する証拠を公平に集め、双方が条件を理解し、誤りを訂正できる入口を作ることである。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "完成原則",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "sanchez-levine-2012",
        "levashina-2014",
        "gilliland-1993",
        "bauer-2007"
      ],
      "limits": [
        "完全予測を約束しない"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C86",
      "claim": "応募前、遅くとも賃金交渉前に、職務の賃金範囲と客観的な決定基準を示し、現在・過去の賃金を新しい賃金の自動的なアンカーにしない。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "賃金透明性",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "eu-pay-2023",
        "japan-employment-security"
      ],
      "limits": [
        "EU指令の適用・国内実施と日本法上の義務を混同しない",
        "変動報酬・手当・等級も定義"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C87",
      "claim": "社内公募・異動候補にも、現上司の推薦や非公式な後継者リストだけに依存せず、同じ情報、応募機会、職務基準、説明、異議を用意する。",
      "label": "実務原則",
      "directness": "混合",
      "relationship": "社内候補者の公正",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "gilliland-1993",
        "ilo-c111"
      ],
      "limits": [
        "社内移動の直接比較研究ではない",
        "労使協定・配置権・地域制度を確認"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C88",
      "claim": "応募者による生成AI利用を検出器の得点だけで不正と断定せず、許可範囲、本人による説明、職務上の実演、データ処理、誤判定時の訂正を事前に示す。",
      "label": "実務原則",
      "directness": "予防原則に基づく推論",
      "relationship": "AI支援応募",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "woods-2020",
        "eu-ai-act"
      ],
      "limits": [
        "応募者の生成AI利用を直接検証した研究は限定的",
        "職務ごとの許容ツールと機密保持を定義"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    },
    {
      "id": "RS-C89",
      "claim": "求人・連絡主体と連絡経路を検証し、採用前に不要な送金、物品購入、口座情報、身分証画像等を求めない。疑わしい求人は保存・通報・訂正できる経路を示す。",
      "label": "実務原則",
      "directness": "公式指針・制度",
      "relationship": "求人詐欺・個人情報保護",
      "scope": [
        "募集・選抜・入社"
      ],
      "sources": [
        "japan-employment-security",
        "japan-appi"
      ],
      "limits": [
        "詐欺の法的判定や被害対応は警察・行政・金融機関等へ相談",
        "本人確認が必要な時期・項目・根拠を別途定義"
      ],
      "last_searched": "2026-07-12",
      "last_human_verified": "2026-07-12",
      "license": "CC BY 4.0"
    }
  ]
}