AI Prompts for ChatGPT for Recruiters

Write a job description for a [JOB TITLE] at [COMPANY NAME]. The company is [BRIEF DESCRIPTION]. The team they will join: [DESCRIBE]. What this person will actually do day to day: [LIST RESPONSIBILITIES]. What we genuinely need from them: [SKILLS AND EXPERIENCE REQUIRED]. What we offer: [LIST]. The tone should be honest and direct. Avoid jargon, buzzwords, and phrases like "fast-paced environment" or "wear many hats". Under 600 words.

Rewrite this job description to attract stronger candidates: [PASTE EXISTING JD]. Problems with the current version: it is too long / the responsibilities are vague / the requirements list is a wish list that will put off good candidates / the tone is corporate and off-putting / it does not say what makes this role interesting. Fix these issues while keeping the core information accurate.

Write the "about the role" section for a [JOB TITLE] position at [COMPANY]. This section should: explain why the role exists, what the person in this role will own, what success looks like in the first 6 to 12 months, and what makes this role different from the same title at another company. Make it compelling and specific. Under 200 words.

I have a requirements list for a [JOB TITLE] role: [PASTE YOUR LIST]. Help me identify: which requirements are genuinely essential, which are nice-to-have that I am stating as essential, which might unnecessarily exclude good candidates through credential or experience inflation, and which are so vague they are meaningless. Rewrite the list into "essential" and "desirable" categories.

Help me write a job description for a role that does not have a standard title or precedent: [DESCRIBE WHAT YOU NEED THIS PERSON TO DO]. The company is [DESCRIBE]. This person will report to [ROLE] and work with [DESCRIBE TEAMS]. I struggle to describe this role because [DESCRIBE THE CHALLENGE]. Help me: name the role clearly, describe what they will do, and what kind of person would thrive in it.

Write a LinkedIn message to [CANDIDATE NAME], who is currently [THEIR ROLE] at [COMPANY]. I am recruiting for a [JOB TITLE] at [MY COMPANY]. What makes this role relevant to them: [EXPLAIN WHY THEIR BACKGROUND IS A FIT]. The message should be: under 150 words, personal and specific to them, clear about what I am offering without overselling, and end with a low-pressure invitation to hear more.

Write a three-message outreach sequence for a passive candidate I am approaching about a [JOB TITLE] role at [COMPANY]. Message 1: initial outreach on [LINKEDIN / EMAIL]. Message 2: follow-up if no response after [X DAYS], add value or a different angle. Message 3: a final brief message that leaves the door open. Each message should feel like it was written for this person, not copied and pasted.

I am struggling to find candidates for a [JOB TITLE] role at [COMPANY]. The role requires [DESCRIBE UNUSUAL COMBINATION OF SKILLS OR EXPERIENCE]. Candidates who would be ideal but do not fit the obvious search terms might have backgrounds in [DESCRIBE ADJACENT FIELDS]. Help me write outreach that explains what we are looking for in a way that might resonate with someone from a non-traditional background.

Write an internal message asking employees at [COMPANY] to refer candidates for a [JOB TITLE] role. What we are looking for: [BRIEF SUMMARY]. Why someone they know might be a good fit: [DESCRIBE THE TYPE OF PERSON]. What to include when making a referral: [INSTRUCTIONS]. Keep it short, clear, and easy to act on. Under 150 words.

Help me build a sourcing strategy for a [JOB TITLE] role at [COMPANY]. The skills required: [LIST]. This is a niche role because [DESCRIBE WHY IT IS HARD TO FIND]. Standard job boards are not finding the right people. Where else should I be looking: communities, conferences, adjacent roles, platforms? Give me five specific places or tactics to find candidates who would not apply to a standard job posting.

Write a structured interview guide for a [JOB TITLE] interview. The key things I need to assess are: [LIST: SKILLS, BEHAVIOURS, OR COMPETENCIES]. For each one, write: a behavioural interview question using the STAR format, what a strong answer looks like, what a weak answer looks like, and one follow-up question to probe deeper. Write enough for a [DURATION] interview.

Write a set of phone screen questions for a [JOB TITLE] role. The screen should take [15 TO 20] minutes. I need to assess: [LIST: MOTIVATION, EXPERIENCE FIT, COMPENSATION EXPECTATIONS, AVAILABILITY, BASIC QUALIFICATIONS]. Write the questions in the order I should ask them. Include what I am listening for in the answer, not just the question itself.

Write a practical interview exercise for a [JOB TITLE] candidate. The core skill I want to assess is [DESCRIBE]. The exercise should: be completable in under [X HOURS], reflect real work they would do in the role, give candidates scope to show their thinking not just their output, and be fair to candidates from different backgrounds. Include the brief, the assessment criteria, and what I am looking for.

Write a scoring framework for comparing candidates for a [JOB TITLE] role. The five to seven things I care most about: [LIST]. For each criterion, write: what a 1 out of 5 looks like, what a 3 out of 5 looks like, and what a 5 out of 5 looks like. I want to use this after interviews to score consistently so I can compare candidates fairly, not just go on gut feeling.

Write a structured debrief guide for a hiring panel meeting after interviewing candidates for a [JOB TITLE] role. The key criteria we interviewed against: [LIST]. The guide should: stop the most confident person from dominating, ensure everyone's assessment is heard, compare candidates against criteria rather than against each other, and end with a clear decision or next step. Under one page.

Write a script for a verbal offer call with [CANDIDATE NAME] for the [JOB TITLE] role at [COMPANY]. The offer details: [SALARY / EQUITY / BENEFITS / START DATE]. What I know about what they care about most: [DESCRIBE FROM CONVERSATIONS]. The call should: open warmly, present the offer clearly, address the things I know matter to them, and end with a clear ask for their response timeline. Not a hard close.

Write a formal offer letter for [CANDIDATE NAME] for the [JOB TITLE] position at [COMPANY]. Key terms: salary [AMOUNT], start date [DATE], reports to [NAME], office or remote arrangement [DESCRIBE], probation period [IF APPLICABLE]. The letter should be professional, clear, and warm. Include: the role and compensation, any conditions, acceptance instructions, and a deadline. Under [X] words.

A candidate, [NAME], has received a counter-offer from their current employer after accepting our offer for [JOB TITLE]. They are reconsidering. Help me plan the conversation: what to say to re-affirm why they were excited about this role, how to address the financial gap if there is one, how to help them think through the decision clearly without pressure, and when to let go and move on.

Write a rejection email to [CANDIDATE NAME] who applied for the [JOB TITLE] role at [COMPANY]. The reason for rejection: [DESCRIBE BRIEFLY: NOT ENOUGH EXPERIENCE / ANOTHER CANDIDATE WAS A STRONGER FIT / WE HAVE PAUSED THE ROLE]. The email should: be prompt, be honest without being harsh, thank them genuinely, and leave the door open for future roles if that is true. Under 150 words. Do not use hollow phrases like "we will keep your CV on file".

Write a check-in email to [CANDIDATE NAME] who joined [COMPANY] as [JOB TITLE] [X WEEKS] ago. I want to check how they are settling in, make sure there are no issues I should know about, and keep the relationship warm for future opportunities. Under 100 words. Genuine and personal, not a templated touchpoint.