50 ChatGPT Prompts Every Recruiter Should Know

"Generate 5 alternative job titles for a [role] at a [company type] that would attract top talent while accurately reflecting the role. Include both traditional and creative options."

"Review this job description and rewrite it to be more inclusive, removing gender-coded language and unnecessary requirements that might deter diverse candidates: [paste job description]"

"List the top 5 must-have skills and 5 nice-to-have skills for a [role] at a [stage] startup in [industry]. Explain why each is important."

"Write a 100-word company culture section for a job post that highlights: [list 3-4 culture values]. Make it authentic and avoid corporate clichés."

"What's the typical salary range for a [role] with [X years experience] in [location] at a [company stage]? Break down by base, equity, and benefits."

"Generate LinkedIn boolean search strings to find [role] candidates who have experience with [specific skills/tools] but exclude [criteria to avoid]."

"Write a 150-word LinkedIn outreach message to a [role] who works at [company type] about our [role] opening. Mention [specific project/impact]. Keep it conversational and avoid sounding salesy."

"Create a 3-email follow-up sequence for candidates who haven't responded to initial outreach. Each email should be progressively shorter and have a different angle."

"Write an email template asking employees for referrals for [role]. Include 3 bullet points about ideal candidate profile and mention [referral bonus]."

"Write a Twitter/LinkedIn post about our [role] opening that would go viral in [industry] circles. Include relevant hashtags and a clear CTA."

"Create 10 behavioral interview questions for a [role] that assess [specific competencies]. Include what to listen for in good vs bad answers."

"Design a 30-minute technical interview for a [role] that tests [specific skills]. Include 2 easy, 2 medium, and 1 hard question with expected answers."

"Generate 5 culture fit questions for a company that values [list values]. Avoid illegal or discriminatory questions."

"Create a realistic 45-minute case study for a [role] candidate that mirrors actual challenges they'd face in this position."

"List 8 reference check questions for a [role] that go beyond basic verification and reveal actual performance insights."

"Write a rejection email for a [interview stage] candidate that maintains goodwill, provides constructive feedback, and keeps the door open for future opportunities."

"Write an interview scheduling email that includes all logistics, what to prepare, who they'll meet, and what to expect. Make it welcoming and informative."

"Create an offer letter template for [role] that covers: salary, equity, benefits, start date, and next steps. Make it exciting while remaining professional."

"A candidate countered our offer asking for [specific changes]. Draft 3 possible responses: accept, meet halfway, and politely decline with alternative perks."

"Design a 5-question post-interview survey to measure candidate experience. Include both rating scales and open-ended questions."

"Analyze this resume for a [role] position. Score 1-10 on: relevant experience, skill match, career progression, and red flags. Explain your reasoning: [paste resume]"

"Compare these 3 candidates for [role]. Create a table showing strengths, weaknesses, and overall fit. Rank them with justification: [paste summaries]"

"This candidate is transitioning from [current industry/role] to [target role]. What transferable skills should I look for? Analyze their resume: [paste resume]"

"Review this resume and identify any potential red flags or areas that need clarification in an interview: [paste resume]"

"Based on this candidate's resume, generate 5 specific questions to dig deeper into their experience and verify their claims: [paste resume]"

"Develop a compelling Employee Value Proposition for a [industry] startup that differentiates us from [main competitors]. Focus on [key differentiators]."

"Draft a professional response to this negative Glassdoor review that acknowledges concerns, shows we're improving, and maintains our employer brand: [paste review]"

"Write compelling copy for our careers page 'Why Join Us' section. Highlight: [list 3-4 key points]. Keep it under 200 words and authentic."

"Based on these employee survey responses, create 3 authentic-sounding testimonials for our careers page: [paste feedback]"

"Create a month-long social media recruitment campaign for [role]. Include 8 posts with different angles, visuals ideas, and hashtags."

"Create a detailed first-day schedule for a new [role] that balances orientation, meetings, and hands-on work. Include times and objectives."

"Write a warm welcome email from the CEO to a new [role] joining next Monday. Mention [specific project] they'll work on and why we're excited."

"Develop a 30-60-90 day plan for a new [role] with specific goals, milestones, and success metrics for each period."

"Create a comprehensive onboarding checklist for [role] covering: paperwork, tools/access, training, and relationship building."

"Write guidelines for an onboarding buddy covering: week 1 priorities, key introductions, and how to be helpful without overwhelming."

"Our hiring funnel shows: 1000 applications → 100 phone screens → 20 interviews → 5 offers → 2 hires. What are the bottlenecks and how do we improve?"

"Calculate our cost-per-hire given: [list expenses]. Compare to industry benchmarks and suggest cost reduction strategies."

"Based on 30% annual growth and 15% attrition, calculate hiring needs for [department] over the next 12 months. Break down by quarter."

"Analyze these candidate sources by quality: [list sources with hire data]. Which should we invest more/less in?"

"Review our hiring data and identify diversity gaps in our pipeline. Suggest 5 actionable improvements: [paste data]"

"Design a proactive talent pipeline strategy for [role] including: sourcing channels, nurture campaigns, and engagement tactics."

"Analyze how [competitor] recruits [role]. What can we learn and how do we differentiate our approach?"

"Our [department] has 25% turnover. Suggest 5 retention strategies based on these exit interview themes: [list themes]"

"Create a campus recruiting strategy for [universities] targeting [majors]. Include timeline, events, and conversion tactics."

"Develop a 1-hour interview training for hiring managers covering: legal compliance, bias reduction, and effective questioning."

"Outline a search strategy for a [C-level role] including: target companies, approach strategy, and compelling pitch points."

"Create a technical assessment rubric for [technical role] that fairly evaluates skills without requiring specific tool experience."

"Design a role-play exercise for sales candidates selling [product] to [target customer]. Include objections and evaluation criteria."

"What specific qualities and questions should we use to assess if someone will thrive in a remote [role]?"

"Design a 12-week internship program for [function] including: projects, mentorship structure, and conversion criteria."