ChatGPT Prompts for Recruiters

After an intake meeting, to get a first draft fast.

Turn these hiring manager intake notes into a job description for a [JOB TITLE] at [COMPANY NAME]: [PASTE NOTES]. Include a short pitch about the team, what the person will do in their first six months, must have skills, nice to have skills, pay range [PAY RANGE], location and work setup [WORK SETUP], and benefits [BENEFITS]. Keep must haves to five or fewer.

Before publishing any job post.

Review this job post for wording that could discourage qualified candidates, such as gender coded words, unnecessary degree requirements, age related phrases or jargon: [PASTE JOB POST]. List each issue, explain why it matters in one line, and suggest a replacement. Then give me the revised post.

When promoting roles on social media.

Turn this job description into a LinkedIn post and a short version for other social channels: [PASTE JOB DESCRIPTION]. Lead with what makes the role interesting, include pay range [PAY RANGE] and location, and end with how to apply [APPLY LINK]. LinkedIn post under 150 words, short version under 280 characters.

When building a careers page or recruiting pitch.

Based on these notes about [COMPANY NAME]: [CULTURE, BENEFITS, GROWTH, MISSION, WHAT EMPLOYEES SAY], write a one paragraph employer value proposition, three short taglines for careers pages, and five honest reasons someone would want to work there. Avoid clichés like work hard play hard and do not add perks I did not list.

To align hiring managers before interviews start.

Create a role scorecard for a [JOB TITLE] based on these requirements: [PASTE REQUIREMENTS]. Include the mission of the role, four to six outcomes for the first year, and the competencies needed for each. Make the outcomes measurable where possible and keep it to one page.

To answer candidate questions before they ask.

Write a careers page FAQ for [COMPANY NAME] based on these facts: [HIRING PROCESS, TIMELINE, WORK SETUP, BENEFITS, ACCOMMODATION CONTACT]. Include eight questions candidates really ask, such as how long the process takes and whether they can apply to more than one role. Answers under 60 words each, honest and friendly.

For first touch outreach that gets replies.

Write a short LinkedIn message to a passive candidate for a [JOB TITLE] role at [COMPANY NAME]. What caught my eye in their public profile: [DETAIL]. What makes this role worth a look: [TOP 2 SELLING POINTS]. Keep it under 90 words, specific, no flattery, and end with a low pressure question about a short call.

For candidates who go quiet after outreach.

Write a three step follow up sequence for candidates who did not reply to my first message about a [JOB TITLE] role. Each follow up should add something new, such as pay range [PAY RANGE], a team detail [TEAM DETAIL] or a growth angle [GROWTH], and stay under 70 words. Space them [DAYS] days apart.

When sourcing for a new or hard role.

Build Boolean search strings to find [JOB TITLE] candidates on [PLATFORM] (such as LinkedIn or Google). Include title variations, key skills [SKILLS], related tools [TOOLS], and exclusions for [EXCLUSIONS]. Give a broad version and a narrow version, and explain each part in one line.

To tap your network for referrals.

Write a short message asking [CONTACT TYPE] (such as past candidates or employees) if they know anyone for a [JOB TITLE] role at [COMPANY NAME]. Include the top three requirements, pay range [PAY RANGE], any referral bonus [BONUS], and how to refer [REFERRAL LINK]. Under 100 words.

For agency recruiters winning new clients.

Write a short email to a [TITLE] at a [INDUSTRY] company introducing my recruiting services. Mention a relevant specialty [SPECIALTY], one general challenge companies like theirs often have with hiring [CHALLENGE], and a low pressure offer [OFFER] (such as a market pay snapshot). Under 120 words with no made up stats.

To keep relationships warm for later.

A candidate replied that they are not interested in a [JOB TITLE] role right now because [REASON]. Write a gracious reply that respects their answer, asks if I can keep in touch for future roles that fit [WHAT THEY WANT], and asks if they know anyone who might be a fit. Under 70 words.

To keep silver medalists and past candidates engaged.

Write a short monthly email for candidates in our talent pool who work in [FIELD]. Include three open roles with one line each [ROLES], a general market note based on what I have seen [MY OBSERVATIONS], and an easy way to update their preferences [LINK]. Under 220 words, useful rather than salesy, and no made up market numbers.

To make interviews fair and consistent.

Write a structured interview guide for a [JOB TITLE] based on these competencies: [COMPETENCIES]. For each competency give two behavioral questions, one follow up probe, and what a strong, average and weak answer looks like. Avoid questions about age, family, religion, health or other protected characteristics.

For consistent first round screens.

Write a 20 minute phone screen script for a [JOB TITLE] role. Include an intro to the company and role, five must have questions based on [MUST HAVES], questions about pay expectations and notice period where legal in [LOCATION], time for their questions, and next steps. Add a note on which questions to skip where local law restricts them.

When a skills test is part of your process.

Create a short take home exercise for a [JOB TITLE] candidate that tests [SKILL] and takes no more than [HOURS] hours. Include the brief, what to submit, how it will be evaluated in a simple rubric, and a note that the work will not be used commercially. Keep it realistic for the role.

Before a debrief meeting.

Summarize this interview panel feedback for a candidate identified only as [CANDIDATE CODE]: [PASTE FEEDBACK]. Group it by competency, note where interviewers agreed and disagreed, and list open questions to resolve. Do not make a hire or reject recommendation; that decision stays with the hiring team.

To help candidates show up ready.

Write an interview prep email for a candidate meeting [INTERVIEWER ROLES] at [COMPANY NAME] for a [JOB TITLE] role on [DATE]. Include format and length [FORMAT], what the team cares about [FOCUS AREAS], logistics [LOCATION OR LINK], and two tips on how to prepare. Friendly and under 200 words.

Before an intake meeting with a new hiring manager.

Write eight questions I should ask a hiring manager during an intake meeting for a [JOB TITLE] role. Cover why the role is open, what success looks like, deal breakers, team dynamics, the interview process and timeline, and pay flexibility. Keep each question short and add why it matters.

Before calling references.

Write a reference check guide for a [JOB TITLE] candidate. Include a short intro script, eight questions about work style, strengths, areas to develop and the role's key skills [KEY SKILLS], and a closing question about whether they would work with the person again. Avoid questions about health, family or other protected characteristics.

To close the loop with candidates who did not get the job.

Write a respectful rejection email for a candidate who interviewed for a [JOB TITLE] role at [STAGE] (such as final round). Thank them for their time, keep the reason general unless I give one [OPTIONAL FEEDBACK], and invite them to apply for future roles. Under 100 words, warm and human.

When extending an offer.

Write an offer email to [CANDIDATE FIRST NAME] for the [JOB TITLE] role at [COMPANY NAME]. Include base pay [PAY], bonus or equity [EXTRAS], start date [START DATE], benefits summary [BENEFITS], and response deadline [DEADLINE]. Say the formal offer letter is attached and is the official document. Enthusiastic, under 180 words.

So candidates are never left in silence.

Write three short status update templates for candidates in our process: one for when the timeline slips, one for when we are waiting on feedback, and one for when they are moving to the next round. Use placeholders [CANDIDATE FIRST NAME] and [JOB TITLE]. Each under 70 words and honest.

For weekly search updates.

Turn these pipeline notes into a short weekly update for the hiring manager of the [JOB TITLE] search, with candidates identified by initials: [PASTE NOTES]. Include pipeline numbers by stage, highlights, market feedback, risks, and what I need from them. Under 250 words with a small table.

Between offer acceptance and day one.

Write a welcome email for a new hire starting as [JOB TITLE] at [COMPANY NAME] on [START DATE]. Include first day logistics [LOGISTICS], who they will meet, what to bring, and a note from their manager [MANAGER NAME]. Warm, organized, under 200 words.

When a strong candidate gets a counteroffer.

Write a guide for talking with a candidate who received a counteroffer from their current employer for the [JOB TITLE] role. Include five open questions to understand why they wanted to move in the first place [THEIR ORIGINAL REASONS], how to restate our offer [OFFER SUMMARY] without pressure, and how to respect their final decision.