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  • 150 ChatGPT Prompts for HR Specialists
If you're struggling to begin using ChatGPT or similar tools for recruitment, you're not alone. Starting a conversation with a tool that can generate responses on virtually anything can be challenging. To assist you, I've compiled a list of 150 prompts to kickstart your dialogue and make the most of this technology.

To optimize your use of ChatGPT, it’s crucial to prime the tool with relevant information about your organization. 

Here's how you can set the stage for more effective interactions:

Offer Key Company Materials

Provide links to or copies of annual reports, case studies, leadership bios, or marketing brochures to immerse ChatGPT in your company’s communication style and ethos.


Highlight Unique Language

Point out industry-specific terms, acronyms, or branding terminology to help ChatGPT converse using your organization’s language.


Name Competitors

List 3-5 top competitors in your market to provide context and aid in generating relevant insights.


Outline Leadership

Offer a brief overview of your leadership team, founders, and key employees to provide perspective.


Summarize Culture

Explain your values, mission, ethics, and anything that defines your organization’s personality to align prompts with your culture.


Share Company Website

Supply the URL to your company’s website and recommend that ChatGPT reviews pertinent pages to learn more about your organization.


Share Social Media

Provide links to company social media pages to reveal culture, initiatives, events, and employee advocacy.

Now, let's delve into a wide range of prompts that can help you in various stages of the recruitment process

Job Analysis

  1. Please analyze a job description and highlight key responsibilities, required skills, and qualifications.
  2. What are the most critical tasks and outcomes for the role of [job title]?
  3. What soft skills are most important for [job title] at our company?
  4. Explain the day-to-day responsibilities of a [job title] at our organization.
  5. What are the physically or mentally demanding aspects of a [job title] role?
  6. What stakeholder relationships would a [job title] need to manage effectively?
  7. How could we best evaluate the job performance of a [job title] in their first year?
  8. What changes in technology or industry practices are impacting the role of [job title]?
  9. How could a [job title] position evolve over the next 3-5 years at our company?
  10. What aspects of company culture or values are most important for a [job title] hire?
  11. What challenges might a new [job title] face transitioning into this role?
  12. Could you provide a detailed breakdown of the workflow and key outputs for a [job title] on a weekly basis?
  13. What metrics would an ideal [job title] regularly track to assess their performance?
  14. What qualifications or background experiences tend to prepare candidates well for [job title] roles?
  15. What potential knowledge gaps should we anticipate providing training on for new [job title] hires?
  16. What characteristics of top [job title] talent could we highlight to stand out to candidates?
  17. What attributes make candidates risky hires for [job title] roles at our organization?
  18. How could we get internal stakeholders involved in analyzing requirements for [job title]?
  19. How should we factor in potential economic changes into our [job title] hiring forecasts for risk planning?
  20. What organizational metrics or KPIs would be useful leading indicators to anticipate increased hiring demand for [job title]?


  1. Based on our current team size and growth plans, how many additional [job title] hires will we need in the next 6 months?
  2. If we expect employees to leave annually, how many [job title] replacements should we anticipate hiring per quarter?
  3. Our industry growth projections estimate an increase in demand this year. How many additional [job title] hires does this indicate we should budget for?
  4. We expect new projects launching this year that will require [job title] support. How many hires does this equate to based on bandwidth requirements?
  5. What external data sources could provide helpful benchmarks for forecasting our [job title] hiring needs over the next 3 years?
  6. How could we survey internal departments to forecast [job title] talent needs for upcoming initiatives?
  7. What methodologies do leading firms use to accurately forecast staffing needs for roles like [job title]?
  8. What is the expected churn or attrition rate for [job title] at comparable companies? How could this inform our hiring plans?
  9. What seasonal or cyclical factors should we consider when planning [job title] hiring throughout the year?
  10. How could we build a forecast model to size hiring needs for [job title] based on business drivers like sales, production, etc?

Drafting Job Descriptions

  1. Please draft a comprehensive job description for a [job title] at our company.
  2. What are 5 must-have hard skills for an ideal [job title] candidate at our organization?
  3. What soft skills and personality traits tend to result in success for [job title] at our company?
  4. What technologies or tools should we highlight as required expertise for [job title] candidates?
  5. What level of education or experience should we require for [job title] candidates?
  6. What specific accomplishments should a [job title] in this role aim to achieve in their first 6-12 months?
  7. What attributes reflect the ideal culture fit for a [job title] candidate?
  8. How can we convey our organization’s unique mission, values, and culture in the [job title] description?
  9. Should we emphasize a broader scope or specialization in the [job title] description?
  10. What differentiating factors or achievements make our company culture compelling to [job title] prospects?

Sourcing and Advertising

  1. What Boolean search string would you recommend on LinkedIn to source passive candidates for [job title] in [city]?
  2. Please suggest niche job boards or online communities to post our [job title] opening and reach qualified candidates.
  3. What information should we highlight about our employer brand and culture to attract top [job title] talent on social media?
  4. What universities or academic programs produce strong talent pipelines for [job title] roles?
  5. What messaging or content strategy could we use via social media to interest passive [job title] prospects?
  6. What recruiting events, hackathons, or competitions could we sponsor to connect with promising [job title] prospects?
  7. How could current employees get incentivized to refer their networks for our open [job title] roles?
  8. What sourcing channels would enable us to target more diversity among our [job title] candidates?
  9. How could we better engage prospective [job title] candidates throughout the advertising and sourcing process?
  10. What unique value proposition could we highlight to make our [job title] role stand out versus competitors?


Application Collection and Screening

  1. Please develop a preliminary online application form with screening questions to evaluate basic qualifications for [job title] candidates.
  2. What are 5 red flags in a [job title] resume or application that should warrant immediate rejection?
  3. If we receive a high volume of [job title] applications, what is a realistic time frame for initial review and shortlisting?
  4. What initial assessment tasks or tests could help evaluate [job title] candidates’ technical proficiency?
  5. What strategies can we use to expedite the screening process for [job title] applications without compromising quality?
  6. How could we structure an automated email response to acknowledge receipt of [job title] applications and set expectations for next steps?
  7. What non-negotiable criteria should we use to filter [job title] applications if there’s a high volume of submissions?
  8. How can we ensure our initial screening process effectively identifies [job title] candidates with the best potential for success?
  9. How could we use AI to assist in the initial screening of [job title] applications? What tools are recommended?
  10. What level of customization or personalization should we integrate into our [job title] application screening process?



  1. Please draft a set of structured interview questions for a [job title] role at our organization.
  2. What situational or behavioral questions could we ask to assess a [job title] candidate’s cultural fit?
  3. How could we structure a panel interview for evaluating [job title] candidates more effectively?
  4. How many interview stages should we have for a [job title] position, and what should each stage focus on?
  5. What type of technical interview questions would best gauge the expertise of a [job title] candidate?
  6. How can we assess a candidate’s problem-solving skills during the [job title] interview process?
  7. What role-play scenarios or simulations would be effective in evaluating a [job title] candidate’s capabilities?
  8. How could we design an interview process that allows us to evaluate a [job title] candidate’s communication and teamwork skills?
  9. What strategies could we employ to minimize interview bias in our [job title] hiring process?
  10. What non-traditional interview methods could we use to assess [job title] candidates beyond the standard Q&A format?

Candidate Assessment

  1. How can we ensure our [job title] assessment center accurately evaluates a candidate’s abilities and potential?
  2. What psychometric or personality assessments should we consider using for evaluating [job title] candidates?
  3. What tools or techniques could we employ to verify the technical skills claimed by a [job title] candidate?
  4. What reference check questions would give us the most valuable insights into a [job title] candidate’s past performance and work ethic?
  5. What are the most reliable background check procedures for [job title] candidates?
  6. How can we tailor our candidate assessments for [job title] to align with the organization’s unique values and culture?
  7. What strategies could we use to efficiently process and interpret candidate assessment data for [job title] roles?
  8. How could we incorporate peer or subordinate feedback in the assessment of a [job title] candidate’s suitability for the role?
  9. What external partners or agencies could assist us in assessing [job title] candidates thoroughly?
  10. How could we track assessment data over time to identify trends and continually improve our [job title] hiring process?


Candidate Experience

  1. Please design an email template to notify unsuccessful [job title] candidates while encouraging them to stay connected with our organization.
  2. What strategies could we implement to improve the transparency and communication during the [job title] hiring process?
  3. How could we enhance the interview experience for [job title] candidates to ensure they leave with a positive impression of our company?
  4. What could we do differently to make the application and interview process more convenient for [job title] candidates?
  5. How could we leverage technology to improve the overall candidate experience for [job title] roles?
  6. What personalized touchpoints could we incorporate in the hiring process to engage [job title] candidates more effectively?
  7. How can we provide constructive feedback to [job title] candidates who were not selected without discouraging them?
  8. What strategies can we use to maintain communication with promising [job title] candidates in our talent pipeline?
  9. How could we incorporate elements of our company culture into the candidate experience for [job title] roles?
  10. What initiatives could we launch to solicit feedback from [job title] candidates about their hiring experience?


Talent Attraction and Retention

  1. What employee benefits or perks should we offer to attract top [job title] talent?
  2. What strategies could we use to retain high-performing [job title] employees in a competitive job market?
  3. How can we enhance our employer branding to make our company more appealing to potential [job title] hires?
  4. What development opportunities or growth pathways should we offer to retain [job title] talent long-term?
  5. What strategies can we implement to foster a sense of belonging and inclusion for [job title] employees?
  6. How could we create a mentoring or buddy system to support new [job title] hires and improve retention rates?
  7. What feedback mechanisms could we establish to understand the challenges and aspirations of our [job title] workforce?
  8. What leadership or management training programs should we provide to enhance the skills of [job title] employees?
  9. What strategies could we use to encourage knowledge sharing and collaboration among our [job title] team members?
  10. How could we gamify elements of the [job title] role to make it more engaging and appealing for prospective hires?


Diversity and Inclusion

  1. What strategies should we employ to attract a more diverse pool of candidates for [job title] roles?
  2. How can we ensure our job postings and hiring process are inclusive and don’t inadvertently deter underrepresented candidates from applying?
  3. What steps can we take to actively combat unconscious bias in our [job title] hiring process?
  4. How could we partner with organizations or initiatives that focus on increasing diversity in [job title] roles?
  5. What training should we provide to hiring managers to enhance their understanding of diversity and inclusion in the context of [job title] hiring?
  6. How can we measure and report on the diversity of our [job title] hires and workforce, and what metrics should we track?
  7. What resources or organizations could help us in creating an inclusive and welcoming workplace for [job title] employees?
  8. How could we leverage employee resource groups to support diversity and inclusion initiatives related to [job title] roles?
  9. What best practices can we adopt to ensure equal opportunities for all candidates applying for [job title] positions?
  10. How could we incorporate diverse perspectives in the design of our [job title] hiring process to ensure fairness and inclusivity?


Employer Branding

  1. How could we position our company as an employer of choice for [job title] professionals?
  2. What storytelling techniques could we use to humanize our employer brand for potential [job title] candidates?
  3. How can we leverage employee testimonials or success stories to boost our employer brand for [job title] roles?
  4. What strategies could we use to amplify our employer brand for [job title] talent through social media and online platforms?
  5. How could we showcase our organization’s commitment to employee growth and development to attract [job title] candidates?
  6. What awards, certifications, or recognitions should we pursue to bolster our employer brand for [job title] professionals?
  7. How could we collaborate with industry influencers or thought leaders to enhance our employer brand for [job title] talent?
  8. What elements of our company culture should we emphasize to create a compelling employer brand for [job title] candidates?
  9. How can we tailor our employer branding efforts to specifically resonate with diverse [job title] candidates?
  10. How could we align our employer brand with the expectations and preferences of younger [job title] professionals?



  1. Please create an onboarding checklist for a new [job title] hire in our organization.
  2. How could we enhance our onboarding process to better integrate new [job title] employees into our culture and teams?
  3. What orientation materials or sessions should we include in the onboarding process for [job title] hires?
  4. How could we leverage technology to make the onboarding process more efficient and engaging for [job title] newcomers?
  5. What ongoing support or resources should we provide to [job title] hires after their initial onboarding?
  6. How could we gather feedback from recent [job title] hires to improve our onboarding program?
  7. What mentorship or buddy system could we establish to aid new [job title] hires during their onboarding journey?
  8. How can we create a sense of community and connection for [job title] newcomers during the onboarding phase?
  9. What strategies could we use to align onboarding with career development opportunities for [job title] hires?
  10. How could we ensure that our onboarding process fosters a positive first impression for [job title] employees?


Employee Engagement

  1. How can we measure and evaluate the engagement levels of our [job title] workforce?
  2. What strategies could we employ to boost employee engagement among our [job title] team members?
  3. How could we involve [job title] employees in decision-making processes to enhance their engagement and satisfaction?
  4. What recognition programs or initiatives should we implement to celebrate the achievements of our [job title] team?
  5. How could we foster a sense of belonging and camaraderie among our [job title] employees?
  6. What ongoing communication strategies could we use to keep our [job title] workforce informed and engaged?
  7. How can we collect feedback from [job title] employees to address their concerns and improve their work experience?
  8. What training or development opportunities should we offer to enhance the skills and knowledge of our [job title] team?
  9. How could we involve [job title] employees in corporate social responsibility initiatives to boost their engagement?
  10. What initiatives could we launch to promote work-life balance and well-being among our [job title] team?


Employee Development and Training

  1. Please design a development plan for a [job title] employee in their first year at our company.
  2. How could we tailor training programs to address the specific learning styles of [job title] team members?
  3. What external workshops, conferences, or courses should we recommend to [job title] employees for ongoing development?
  4. How could we create a knowledge-sharing culture among our [job title] team to facilitate continuous learning?
  5. What mentorship or coaching opportunities could we provide to help [job title] employees grow in their roles?
  6. How can we encourage [job title] employees to take ownership of their career development and set meaningful goals?
  7. What cross-functional experiences or projects could we offer to [job title] employees for well-rounded development?
  8. How could we measure the effectiveness and impact of training and development programs for [job title] employees?
  9. What resources or tools could we provide to [job title] employees to facilitate self-directed learning and growth?
  10. How can we align employee development plans with the long-term career aspirations and goals of our [job title] team?


These prompts are designed to assist HR specialists in the Nordic countries with utilizing ChatGPT effectively in various aspects of the recruitment process. Whether you’re analyzing job roles, forecasting hiring needs, drafting job descriptions, or enhancing the candidate experience, ChatGPT can provide valuable insights and recommendations to optimize your hiring strategies. Happy recruiting!

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