Help me draft a recruitment document for [ROLE TITLE] at [COMPANY OR TEAM]. The document will be used for [DOCUMENT TYPE: JOB ADVERTISEMENT, REQUISITION, OR HIRING BRIEF]. Context: - Business need and reporting line: [BUSINESS NEED AND REPORTING LINE] - Essential duties and must-have qualifications: [ESSENTIAL REQUIREMENTS] - Nice-to-have qualifications: [PREFERRED REQUIREMENTS]
- Company hiring policy, approved wording, pay transparency rules, location and work arrangements: [POLICY AND ROLE DETAILS]
Create a document that separates essential criteria from preferred criteria, using observable skills, experience, or qualifications rather than vague traits such as “culture fit,” “rockstar,” or “native speaker.” Tie every responsibility to a capability needed to perform it. State only the employment terms, pay range, benefits, schedule, and eligibility information I provide.
For a job advertisement, produce: a 40-60 word opening, role purpose, 5-7 responsibilities, essential requirements, preferred requirements, work details, application instructions, and an inclusive equal-opportunity statement. For a requisition or hiring brief, also include interview scorecard criteria and evidence to seek for each criterion.
Use plain language and avoid inflated claims about the company or role. Do not add salary, benefits, legal requirements, background checks, visa support, or qualifications that I have not supplied.
Before answering, run two checks: 1) flag any criterion that is not demonstrably job-related or could exclude candidates without a clear business reason; 2) flag conflicts between the stated requirements and policy details. Ask up to 3 clarifying questions only if a required input is missing.Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [ROLE TITLE] | Enter the exact role title you intend to use. | Customer Support Specialist |
| [COMPANY OR TEAM] | Enter the company name or the department hiring the role. | Northline Software, Customer Experience |
| [DOCUMENT TYPE: JOB ADVERTISEMENT, REQUISITION, OR HIRING BRIEF] | Choose the recruitment document you need drafted. | JOB ADVERTISEMENT |
| [BUSINESS NEED AND REPORTING LINE] | Describe why the role exists, who it reports to, and its main business outcome. | Handle growing email and chat volume; reports to the Support Manager. |
| [ESSENTIAL REQUIREMENTS] | List the duties, skills, experience, and qualifications that are genuinely required. | Two years of customer support experience, clear written English, experience using a ticketing system, ability to work 10 a.m.-7 p.m. ET. |
| [PREFERRED REQUIREMENTS] | List useful but nonessential experience or capabilities. | SaaS support experience and familiarity with Intercom. |
| [POLICY AND ROLE DETAILS] | Paste approved policy language and known location, pay, work arrangement, and employment details. | Remote within the U.S.; full-time employee; $48,000-$58,000; publish the range; standard equal-opportunity statement required. |
How to use
- Choose whether you need a public job ad, internal requisition, or hiring brief.
- Paste only requirements that are necessary for the role, plus your approved policy language.
- Check the flagged criteria and remove any requirement you cannot defend as job-related.
- Follow up with: “Turn the essential requirements into a structured interview scorecard with a 1-4 evidence-based rating guide.”
Variations
Interview scorecard
Use after the role requirements are approved.
Create an interview scorecard for [ROLE TITLE]. Use these essential criteria: [ESSENTIAL CRITERIA] and these role duties: [ROLE DUTIES]. For each criterion, give a definition, two behavioral questions, strong and weak evidence, and a 1-4 rating anchor. Keep criteria job-related and separate preferred qualifications from required ones. Do not infer protected characteristics or score “culture fit.” Flag any criterion that lacks a direct connection to the role.
Candidate outreach
Use when writing an initial message to a potential candidate.
Draft a personalized but factual outreach email to a prospective [ROLE TITLE] candidate. Their public background is [CANDIDATE BACKGROUND]. The role details are [ROLE DETAILS]. Write a subject line and a 120-word email explaining one relevant reason for contacting them, the actual scope of the role, work location, and a low-pressure next step. Do not claim to know motivations, invent accomplishments, or imply an offer.
Rejection message
Use after a documented hiring decision.
Write a respectful rejection email for a [ROLE TITLE] applicant at [HIRING STAGE]. Use this approved context: [APPROVED CONTEXT]. Keep it under 130 words, thank the candidate, state the decision without comparing candidates or giving unsupported feedback, and explain the next step only if one is approved. Do not mention protected characteristics, subjective fit, or details from other candidates.
Tips
- Write essential requirements as conditions for doing the work, not as proxies for pedigree; “can manage a monthly close” is more defensible than “Big Four background.”
- Use the same scorecard criteria and rating anchors for every candidate at a given stage so interview notes can be compared fairly.
- If a degree, certification, schedule, or location restriction is listed, document why the work requires it before publishing.
- Have the hiring manager confirm that every advertised duty will actually be part of the role in the first six months.
FAQ
Can Copilot write a job description from a short role title?
It can draft a starting point, but a title alone cannot establish essential duties or legally defensible criteria. Supply the work to be done and your approved employment details.
Should pay be included in the prompt?
Yes, if a range is approved or disclosure rules apply. Tell the model to use only that range and not estimate compensation.
Can I use the output as an interview scorecard?
Use it as a draft, then have the hiring owner validate that each criterion is essential and will be applied consistently.