AI Prompts for Job Descriptions and Hiring

Before writing a job ad, so you hire for the real need.

I need to hire for [ROLE] at [BUSINESS NAME], a [BUSINESS TYPE] with [NUMBER] staff. The problems this hire should solve: [PROBLEMS]. Ask me 10 questions to clarify the role, then turn my answers into a short role summary: main outcomes in the first 90 days, daily tasks, must have skills, nice to have skills, and who they report to.

When you are not sure what kind of hire you need.

I am considering hiring for [ROLE OR WORK NEEDED]. The work takes about [HOURS] per week, my budget is [BUDGET], and I need [LEVEL OF CONTROL, E.G. SET HOURS, TRAINING]. Lay out the pros and cons of full time, part time, and freelance or contractor options for this situation. Remind me which points to confirm with an accountant or employment lawyer in [STATE OR COUNTRY].

To set expectations and use in interviews.

Write a 30, 60, and 90 day plan for a new [ROLE] at [BUSINESS NAME]. Their main responsibilities are [RESPONSIBILITIES]. For each period, list what they should learn, what they should deliver, and how we will know they are on track. Keep it realistic for a small business with limited training time.

Before posting, especially where pay ranges must be included.

I am hiring a [ROLE] in [CITY, STATE OR COUNTRY] with [EXPERIENCE LEVEL]. Explain the factors I should weigh when setting a pay range and list the free public sources I can check for current local pay data. Do not give me a number from memory; give me a worksheet I can fill in with what I find.

When your ads describe the job but not why it is a good place to work.

Help me explain why someone should work at [BUSINESS NAME]. Here is what we offer: [PAY, SCHEDULE, PERKS, TEAM SIZE, GROWTH, CULTURE]. Write a short, honest paragraph for job ads and a three bullet version for social posts. Avoid cliches like fast paced environment or family, and only use what I listed.

When you want applicants from the right places, not just more of them.

I am hiring a [ROLE] in [LOCATION] with a budget of [BUDGET] for job ads. Suggest the best places to find candidates for this role, including job boards, local groups, schools, referrals, and industry communities. For each, explain who you would reach and how much effort it takes, ranked by likely fit.

For any new opening.

Write a job description for a [ROLE] at [BUSINESS NAME] in [LOCATION]. Include a short intro about us ([ABOUT US]), what the person will do, what success looks like, must have and nice to have requirements, pay range [PAY RANGE], schedule [SCHEDULE], benefits [BENEFITS], and how to apply. Use plain, inclusive language and keep requirements to what is truly needed.

When your post is getting few or poor applicants.

Here is my current job ad: [PASTE AD]. Rewrite it so it speaks to the candidate: lead with what they get and what the job is really like, cut corporate filler and long lists, and keep all the facts. Keep it under 400 words and flag any wording that could discourage good applicants or sound discriminatory.

For Facebook, Instagram, LinkedIn, or local groups.

Turn this job description into a short hiring post for [PLATFORM]: [PASTE DESCRIPTION]. Lead with a hook, give the role, pay, location, and schedule in a few lines, say what makes us a good place to work ([REASONS]), and end with how to apply via [LINK OR METHOD]. Under 120 words.

For restaurants, retail, cleaning, and other shift work.

Write a job ad for a [ENTRY LEVEL OR HOURLY ROLE] at [BUSINESS NAME]. Pay is [PAY], shifts are [SHIFTS], and no experience is needed because [TRAINING PROVIDED]. Use short sentences, bullet points, and friendly language, and make applying quick with [APPLY METHOD]. Keep it under 250 words.

Before publishing any ad.

Review this job ad for wording that might put off qualified candidates or create legal risk: [PASTE AD]. Look for gendered language, unnecessary degree or experience requirements, age related phrases, and vague culture fit wording. Suggest neutral replacements and explain each change briefly.

To filter applicants before you read every resume.

Write 5 to 7 short screening questions for the application form for a [ROLE] at [BUSINESS NAME]. Include questions that check must have requirements ([REQUIREMENTS]), availability, and one short scenario question that shows how they think. Avoid any questions about age, family, health, religion, or other protected characteristics.

To review resumes consistently.

Here is the role summary: [PASTE ROLE SUMMARY]. Here is a resume with contact details removed: [PASTE RESUME]. Compare the resume to each must have and nice to have requirement, list evidence for and against, and write three follow up questions to ask in a phone screen. Do not score based on name, age, gaps, or anything unrelated to the job.

Before every interview round.

Write 12 interview questions for a [ROLE] at [BUSINESS NAME]. Include behavioral questions about past situations, two practical scenario questions specific to [DAILY TASKS], and two questions about how they like to work. For each, note what a strong answer and a weak answer sound like.

To compare candidates fairly and avoid gut feel decisions.

Create a simple interview scorecard for a [ROLE] with 5 criteria based on these requirements: [REQUIREMENTS]. For each criterion, describe what a 1, 3, and 5 look like. Add space for notes and a final hire or no hire recommendation, so every interviewer scores candidates the same way.

When interviews alone do not show if someone can do the job.

Design a paid or short (under [TIME LIMIT]) practical task for candidates for [ROLE] that reflects real work at [BUSINESS NAME], such as [EXAMPLE TASK]. Include instructions for the candidate, what to submit, how I will judge it, and how to keep it fair for people with limited free time.

For quickly narrowing a long list of applicants.

Write a 15 minute phone screen script for [ROLE] candidates. Include a short intro to the job and pay range [PAY RANGE], five questions that check the must haves ([MUST HAVES]), time for their questions, and a clear explanation of next steps and timeline.

Before making an offer.

Write 8 reference check questions for a candidate for [ROLE]. Focus on reliability, the skills that matter most for this job ([KEY SKILLS]), how they handle [CHALLENGE TYPICAL OF THE ROLE], and whether the reference would hire them again. Include a short script to open the call.

When you need to compare candidates side by side.

Here are my notes from interviews with three candidates for [ROLE], with names replaced by Candidate A, B, and C: [PASTE NOTES]. Summarize each candidate's strengths, concerns, and fit against these criteria: [CRITERIA]. Point out where my notes are thin so I can follow up, but leave the hiring decision to me.

When you are ready to make an offer.

Write a job offer email to [CANDIDATE FIRST NAME] for the [ROLE] position at [BUSINESS NAME]. Include start date [DATE], pay [PAY], schedule [SCHEDULE], benefits [BENEFITS], any conditions such as [BACKGROUND CHECK OR REFERENCES], and the deadline to accept [DEADLINE]. Make it warm and clear, and note that a formal offer letter will follow.

To close the loop with every candidate.

Write a short, respectful rejection email for a candidate who interviewed for [ROLE] at [BUSINESS NAME]. Thank them for their time, keep the reason general, and [OPTIONALLY INVITE THEM TO APPLY FOR FUTURE ROLES]. Under 100 words. Then write a shorter version for applicants who were not interviewed.

So new hires start productive and feel welcome.

Create a first week onboarding checklist for a new [ROLE] at [BUSINESS NAME]. Include paperwork, accounts and tools to set up ([TOOLS]), people to meet, tasks to shadow, first solo tasks, and a check in on day 5. Format it as a checklist with who is responsible for each item.

On or before the new hire's first day.

Write a short message introducing [NEW HIRE FIRST NAME], our new [ROLE], to the team at [BUSINESS NAME]. Include their start date, what they will be working on, one or two fun facts they agreed to share ([FACTS]), and who will help them settle in. Under 100 words.

When knowledge only lives in your head.

Turn these rough notes on how we do [TASK] into a step by step training guide for new staff: [PASTE NOTES]. Use numbered steps, highlight common mistakes, add a quick quality check at the end, and mark any step where I should add a photo or screenshot.

When someone leaves and you want to learn from it.

Write 8 exit interview questions for a departing [ROLE] at [BUSINESS NAME]. Cover why they are leaving, what we did well, what would have kept them, and what the next person in the role needs to know. Keep questions open and non defensive, and include a short intro explaining how we will use the answers.