ChatGPT prompts for talent acquisition

Create a copy-paste talent acquisition prompt pack for a recruiter hiring for [ROLE AND LEVEL] at [COMPANY OR TEAM]. The approved requirements are [JOB REQUIREMENTS], the hiring context is [HIRING CONTEXT], and our process, inclusion, privacy, and legal constraints are [HIRING GUARDRAILS].

Produce 8 separate prompts, each 120 to 180 words, for these tasks: intake calibration, job-description review, sourcing plan, candidate outreach, structured interview design, interview-scorecard design, candidate experience communication, and debrief preparation.

Each prompt must include its own placeholders and tell the AI exactly what to return. Make the prompts useful for a recruiter, not generic HR writing. For example, sourcing should distinguish must-have from trainable qualifications and propose adjacent backgrounds; interview design should test defined competencies with behavior-based questions and follow-ups; debrief preparation should separate evidence from impressions and compare candidates to the same rubric.

For every prompt, require the AI to avoid inferring protected characteristics, making hiring decisions from personal data, inventing candidate experience, or using demographic details as proxies for job capability. Candidate summaries must distinguish verified evidence, candidate claims, and unknowns. The prompts should state that employment-law and policy questions must go to qualified HR or legal professionals.

After the pack, add a short checklist of information a recruiter should have before using each prompt, including approved requirements, salary transparency rules where applicable, interviewers, and data-handling limits.

Before answering, check that every prompt supports consistent evaluation and that none asks the AI to rank people on information unrelated to job requirements. Ask up to 3 clarifying questions only if a required input is missing.

Build a sourcing plan for [ROLE] using these approved must-haves [MUST-HAVES], trainable skills [TRAINABLE SKILLS], and constraints [SOURCING GUARDRAILS]. Return target-company types, adjacent titles, Boolean search concepts, outreach hypotheses, and a weekly activity plan. Explain why each adjacent background may transfer, rather than treating it as equivalent. Do not use or infer protected characteristics. Flag requirements that are likely too narrow or vague for the market. Ask up to 3 questions only if inputs are missing.

Create a structured interview scorecard for [ROLE] from these approved competencies [COMPETENCIES] and responsibilities [RESPONSIBILITIES]. For each competency, provide observable evidence indicators, one behavior-based question, follow-up probes, a 1-to-4 anchored rating scale, and common bias traps. Include an “insufficient evidence” option. Do not include culture-fit language that is unrelated to job performance or infer anything from demographics, schools, names, or personal circumstances. Ask up to 3 questions only if required inputs are missing.

Draft a candidate update for [STAGE] in a hiring process for [ROLE]. The accurate status is [STATUS], the next step or decision timing is [TIMING], and the approved tone is [TONE]. Write a concise email that sets expectations without making promises we cannot keep. If declining, keep the reason role-related and avoid individualized feedback unless it is approved in [POLICY]. Do not imply the candidate was compared on anything outside the role criteria. Ask up to 3 questions only if needed.