ChatGPT prompts for talent acquisition specialists

Act as a talent acquisition partner preparing a structured hiring plan for this opening. Use only the information I provide, and treat company policy and legal requirements as controlling.

Role and business need: [ROLE AND BUSINESS NEED]
Job description and must-have criteria: [JOB DESCRIPTION]
Company hiring policy or process: [HIRING POLICY]
Location, employment terms, and approved compensation information: [ROLE TERMS]
Current hiring stage and materials needed: [CURRENT STAGE]

Create a hiring packet with these sections:
1. Intake summary: business need, outcomes for the first 6–12 months, reporting line, location, and approved terms.
2. Candidate scorecard: 5–7 job-related criteria, each with a definition, evidence to seek, and a 1–4 rating anchor. Separate required qualifications from preferred qualifications.
3. Interview plan: interview stages, owners, duration, structured questions, and what each question is intended to assess. Avoid duplicate assessments across interviews.
4. Candidate communication: one short outreach or status-update email appropriate to the current stage.
5. Process risks: missing approvals, ambiguous requirements, inaccessible interview practices, compensation-equity concerns, or criteria that could create inconsistent decisions.

Do not infer protected characteristics, write exclusionary language, make compensation promises, or screen candidates using schools, names, addresses, graduation years, or other proxies unrelated to job performance. Do not create a job requirement that is absent from the job description. Before answering, check that every interview question maps to a scorecard criterion and flag any policy conflict or missing approval. Ask up to 3 clarifying questions only if a required input is missing.

Audit this job description for a [ROLE]: [JOB DESCRIPTION]. Apply these hiring rules: [POLICY]. Return a table with each requirement, whether it is essential, the business reason, a less exclusionary rewrite where needed, and any missing outcome-based expectation. Preserve approved role facts and do not add degree, years-of-experience, or tool requirements without support. Flag language that could discourage qualified applicants or make structured evaluation difficult. Then provide a clean revised description of 350–500 words. Ask up to 3 questions only for missing role facts.

Create a structured [INTERVIEW LENGTH]-minute interview for a [ROLE] assessing [COMPETENCY]. The approved job criteria are [SCORECARD CRITERIA], and the interviewer is [INTERVIEWER ROLE]. Provide an opening script, four behavior-based questions, allowed follow-ups, evidence to listen for, red flags tied only to job performance, and 1–4 rating anchors. Do not ask about protected characteristics, family status, medical history, age, citizenship beyond approved work authorization, or other non-job topics. Check that each question has one clear scoring purpose.

Draft a candidate email for [SCENARIO] in the hiring process for [ROLE]. The facts I may state are [APPROVED FACTS], and the tone should be [TONE]. Keep it 90–140 words. State the decision or timing clearly, avoid individualized feedback unless explicitly authorized, and do not imply future consideration unless it is real. Include a contact path for accommodations or process questions if required by [POLICY]. Check that the message contains no unsupported explanation or promise.