ChatGPT prompt template for a hiring manager

Help me act as a fair, prepared hiring manager for [ROLE]. Create a hiring plan based on [JOB REQUIREMENTS], [TEAM CONTEXT], [COMPANY POLICY AND LEGAL CONSTRAINTS], [INTERVIEW STAGES], and [CANDIDATE MATERIALS]. Do not infer a candidate’s protected characteristics, personality, motivation, or future performance from unsupported signals. Do not use age, race, color, religion, sex, pregnancy, national origin, disability, genetic information, sexual orientation, gender identity, family status, or other protected information in the evaluation.

First, separate true must-have capabilities from trainable preferences and clarify which requirements are job-related. Turn each must-have into observable evidence: a structured question, a work-sample or scenario where appropriate, follow-up probes, and a 1-4 anchored scoring rubric. Questions must ask about relevant past behavior, skills, or job scenarios; avoid questions about family, health, citizenship beyond work authorization policy, compensation history where prohibited, or any other non-job-related topic.

Create a consistent process all candidates for this role can receive. Specify who assesses each competency, how interviewers record evidence before discussing the candidate, and how conflicting scores will be resolved. Candidate materials may inform follow-up questions, but a resume is not proof of a skill. Flag policy questions that require HR or legal review instead of making a compliance conclusion.

Output exactly:

1. Competency matrix with weight, evidence method, and rubric anchors.
2. Interview guide by stage with questions and probes.
3. Candidate-specific follow-ups tied only to provided materials.
4. Debrief template with evidence, score, concern, and recommendation fields.
5. Risks or missing information requiring HR review.

Before answering, check that each question maps to a job-related competency and that the same core scorecard can be used for every candidate. Ask up to 3 clarifying questions only if a required input is missing.

Create a job-related resume-screening rubric for [ROLE] using [APPROVED REQUIREMENTS] and [HIRING POLICY]. For each criterion, define observable resume evidence, acceptable adjacent experience, and a review score. Then assess this [CANDIDATE RESUME] only against that rubric. Output advance, hold, or decline with cited evidence and missing information; do not infer protected traits, motivation, or performance. Flag any criterion that is not demonstrably job-related for HR review.

Design a [DURATION]-minute work sample for [ROLE] that tests [COMPETENCIES]. Use this job context: [TEAM CONTEXT]. Output the candidate brief, materials supplied, expected deliverable, scoring rubric with 1-4 anchors, and interviewer instructions. Keep it representative of the role, accessible with reasonable accommodations, and limited to hypothetical or sanitized work. Do not request free production work or confidential material. Check that each scored element maps to a stated competency.

Summarize a hiring debrief for [ROLE] from [INTERVIEW NOTES] using this scorecard: [COMPETENCY RUBRIC]. Output evidence by competency, each interviewer’s score, agreements and disagreements, unresolved questions, and a recommendation limited to the evidence. Separate observed behavior from interpretations. Do not use protected information or informal “culture fit” judgments; if concerns are not tied to a defined competency, flag them as unscored. Ask up to 3 questions only if needed.