ChatGPT and Claude prompts for recruiters and HR work best when they give the model a role, your real criteria, one task and a format, and when they tell it to avoid protected-characteristic bias. This guide collects 25 prompts for HR across the full people cycle: job descriptions and sourcing, screening and shortlisting, interviews, offers and onboarding, performance and policies. Copy any of them into Claude, ChatGPT, Gemini or Copilot, fill in the brackets, and you get a draft worth editing instead of a blank page. One rule sits over all of it: the AI drafts, a human decides, and every decision has to comply with local employment law.
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How to get useful output from an AI recruiter prompt
Most weak HR prompts fail for the same reason: they ask for a generic artefact ("write a job description") with no context. The prompts below all follow one structure. Role: who the AI should act as. Context: company, team, level, market. Task: one clear deliverable. Format: length, sections, table or bullets. Constraints: plain language, no cliches, and an explicit instruction to evaluate against the job rather than the person.
The constraint that matters most in recruiting is fairness. Every screening and interview prompt here tells the model to ignore names, photos, age signals, gender, ethnicity, religion, disability, family status and any other protected characteristic, and to score only evidence that relates to the role. That does not make the output legally safe on its own. It makes it a better first draft for a person who is accountable for the decision. Hiring decisions stay with humans and must comply with the law where you operate.
Job descriptions and sourcing (prompts 1 to 5)
This is where a recruiting GPT or a Claude project earns its keep. A sharp job description shortens everything downstream, and a sourcing plan written in ten minutes is better than one never written.
Prompt 1: Job description from outcomes
Act as a senior recruiter. Write a job description for a [ROLE TITLE], [LEVEL], at a [COMPANY TYPE, SIZE, LOCATION OR REMOTE]. The three outcomes this person must deliver in year one: [OUTCOMES]. Must-haves: [REQUIREMENTS]. Nice-to-haves: [OPTIONAL]. Salary range: [RANGE]. Use the sections: About the role, What you will do, What you bring, What we offer, How we hire. Plain inclusive language, under 450 words, no cliches like "rockstar" or "fast-paced". Flag any requirement that could exclude candidates without being necessary for the job.
Prompt 2: Inclusive language audit
Review this job description: [PASTE]. List every phrase that may discourage qualified candidates from applying, including gendered wording, age-coded terms, unnecessary degree requirements and vague "culture fit" language. For each, give a neutral replacement and a one-line reason. Do not change the actual requirements of the role.
Prompt 3: Boolean search strings
Act as a talent sourcer. For a [ROLE TITLE] with skills [SKILLS] in [LOCATION OR REMOTE], write five Boolean search strings for LinkedIn and two for a general search engine. Include job-title synonyms, skill variants and common certifications. Exclude terms that would filter on any protected characteristic. Explain in one line what each string is designed to catch.
Prompt 4: Candidate outreach message
Write a first outreach message to a passive candidate for a [ROLE TITLE] at [COMPANY]. What I know about them: [PUBLIC PROFILE DETAILS]. Why the role is a real step for someone like them: [REASON]. Under 120 words, no flattery, one specific reason to reply, one clear next step. Then write a shorter follow-up for one week later.
Prompt 5: Sourcing plan
Build a two-week sourcing plan for a [ROLE TITLE] with a target of [N] qualified candidates in the pipeline. Include channels (job boards, communities, referrals, direct search), a daily activity target, the message sequence, and the metrics I should track. Format as a table with day, channel, action and target.
If you write job descriptions weekly, the free job description generator gives you the same structure in a form, and the AI Job Description Generator Skill ($19) loads it into your AI chat permanently.
Screening and shortlisting (prompts 6 to 10)
Screening is where bias hides most easily and where consistency pays off most. Build the rubric first, then apply it to every CV in the same way.
Prompt 6: Screening rubric
Act as a recruiter building a fair screening process for a [ROLE TITLE]. Using this job description [PASTE], create a scoring rubric with five criteria weighted by importance. For each criterion define what a 1, 3 and 5 looks like with observable evidence from a CV. Exclude anything that relates to age, gender, ethnicity, religion, disability, family status, nationality or any other protected characteristic, and exclude proxies such as graduation year or gaps in employment.
Prompt 7: Score one CV against the rubric
Score this CV [PASTE, WITH NAME, PHOTO AND ADDRESS REMOVED] against this rubric [PASTE]. For each criterion give the score, quote the exact evidence you used, and mark "no evidence" where the CV is silent instead of guessing. Do not infer anything about the person beyond what the CV states. End with two questions I should ask in a screening call to fill the gaps.
Prompt 8: Shortlist comparison table
Here are [N] anonymised candidate summaries scored with the same rubric: [PASTE]. Produce a comparison table with one row per candidate and one column per criterion, then a short paragraph per candidate on strengths and open questions. Do not rank them; I will do that. Flag any place where two candidates have the same evidence but different scores.
Prompt 9: Phone screen script
Write a 20-minute phone screen script for a [ROLE TITLE]. Include a 2-minute intro about the role, six questions that check the must-haves from this job description [PASTE], a logistics section (notice period, location, salary expectations where legal to ask in [JURISDICTION]), and a closing that explains next steps. Note which questions I must not ask in [JURISDICTION].
Prompt 10: Rejection message that respects the candidate
Write a rejection email to a candidate who reached the [STAGE] stage for [ROLE TITLE]. Be honest and warm, thank them for the specific effort they made, give one piece of useful, non-legal feedback if appropriate: [FEEDBACK OR NONE], and leave the door open for future roles. Under 120 words. No corporate filler.
For the full screening workflow, including how to anonymise CVs before you paste them, see how to use Claude to screen resumes. Alex - Resume Screener AI Skill ($19.00) runs prompts 6 to 8 as one repeatable process.
Interviews (prompts 11 to 15)
Good interview questions surface evidence, not rehearsed stories. Structured interviews, where every candidate gets the same questions scored the same way, are also easier to defend.
Prompt 11: Structured interview guide
Create a structured interview guide for a [ROLE TITLE]. Cover five competencies from this job description [PASTE]. For each: one behavioural question ("tell me about a time"), one situational question, two follow-up probes, and a 1 to 4 scoring anchor describing weak, adequate, strong and exceptional answers. Add a reminder at the top that every candidate gets the same questions in the same order.
Prompt 12: Role-specific case or work sample
Design a 60-minute take-home or live work sample for a [ROLE TITLE] that tests [SKILL]. It must be realistic for our context [CONTEXT], not require unpaid work of real business value, and be scorable with a rubric. Give me the brief for the candidate, the scoring rubric, and a note on how to keep the task accessible for candidates with different needs.
Prompt 13: Interviewer briefing
Write a one-page briefing for a hiring manager who interviews rarely. Role: [ROLE TITLE]. Include: what the interview is meant to find out, the questions they own, how to take evidence-based notes, the topics they must not raise (health, family plans, age, religion, origin and other protected characteristics), and how to submit scores before discussing with other interviewers.
Prompt 14: Debrief summary from notes
Here are the interview notes from [N] interviewers for one candidate: [PASTE]. Summarise the evidence per competency, separate observations from opinions, highlight where interviewers disagree, and list the open questions. Do not recommend hire or no hire; that is the panel's decision.
Prompt 15: Candidate interview prep email
Write an email to a candidate confirming their [FORMAT] interview for [ROLE TITLE] on [DATE]. Include who they will meet and their roles, what the interview covers, how long it takes, how to request adjustments or accommodations, and what to prepare. Friendly, specific, under 180 words.
Offers and onboarding (prompts 16 to 20)
Offer stage is where good candidates get lost to slow or vague communication. Onboarding is where early attrition is decided.
Prompt 16: Offer letter draft
Draft an offer letter for a [ROLE TITLE] at [COMPANY] in [JURISDICTION]. Terms: [SALARY, BONUS, EQUITY, START DATE, LOCATION, REPORTING LINE, PROBATION]. Warm opening paragraph, then the terms in a clear list, then next steps and a deadline to respond. Add a note listing which clauses should be checked by an employment lawyer for [JURISDICTION]. This is a draft, not legal advice.
Prompt 17: Salary negotiation response
A candidate has asked for [REQUEST] against our offer of [OFFER] for a [ROLE TITLE]. Our range is [RANGE] and our constraints are [CONSTRAINTS]. Give me three options (accept, counter, hold with non-cash value) with a short script for each, and a recommendation on which keeps internal pay equity intact.
Prompt 18: Pre-boarding checklist
Create a pre-boarding checklist for a new [ROLE TITLE] starting on [DATE], covering the four weeks before day one: paperwork, equipment, accounts, introductions, a welcome note, and a first-week calendar. Split by owner (HR, manager, IT, buddy) with due dates relative to the start date.
Prompt 19: 30-60-90 day plan
Write a 30-60-90 day onboarding plan for a [ROLE TITLE] joining a [TEAM] at a [COMPANY TYPE]. For each phase: what they learn, who they meet, what they deliver, and how success is measured. Make the 90-day goals concrete enough to review in a one-to-one. Format as a table.
Prompt 20: New-hire check-in questions
Write ten check-in questions a manager can ask a new hire at the two-week and six-week marks. Cover clarity of role, workload, tools, relationships and anything that surprised them. Keep them open, non-leading, and easy to answer honestly.
Performance and policies (prompts 21 to 25)
Reviews and policies are the HR documents most likely to be copied from a template that fits nobody. These prompts make them specific.
Prompt 21: Performance review draft from evidence
Act as an experienced people manager. Using these notes and examples from the review period [PASTE], draft a performance review for a [ROLE TITLE]. Structure: summary, what went well with specific examples, what to develop with specific examples, goals for the next period, support needed. Do not invent examples. Neutral, direct tone. Flag any statement that is an opinion without evidence.
Prompt 22: Self-assessment questions
Write eight self-assessment questions for an annual review for a [ROLE TITLE]. Balance results, behaviours, growth and what the person needs from their manager. Add a one-line tip under each on how to answer with specific examples.
Prompt 23: Difficult feedback conversation
Help me prepare a conversation with a team member about [SITUATION]. Give me an opening line, the observed facts, the impact, what I want to change, and how I will support it. Then list three ways the conversation could go wrong and what to say in each case. Direct, respectful, no sandwiching.
Prompt 24: Policy draft
Draft an internal policy on [TOPIC, e.g. remote work, expenses, leave] for a [COMPANY TYPE] of [N] people in [JURISDICTION]. Sections: purpose, who it applies to, the rules, exceptions and how to request them, who to ask. Plain English, under 400 words. End with a list of points a local employment lawyer should confirm. This is a draft, not legal advice.
Prompt 25: Pulse survey design
Design a six-question pulse survey on [TOPIC] for a team of [N]. Five-point scale, one open question, a one-line note on what each item measures, and a short plan for how to share results and act on them within two weeks.
Job description template
Prompt 1 produces this structure. Keep it and reuse it so every role reads the same way to candidates.
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About the role: two or three sentences on the team, the problem, and why the role exists now.
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What you will do: five to seven outcome-based bullets, each starting with a verb.
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What you bring: must-haves only, phrased as skills and evidence, not years or degrees unless legally required.
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Nice to have: two or three items, clearly labelled as optional.
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What we offer: salary range, benefits, working pattern, growth.
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How we hire: stages, timeline, how to request adjustments, and a contact.
Performance review template
Prompt 21 fills this structure from your notes. It works for annual, half-yearly and probation reviews.
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Summary: three sentences, overall picture, no rating yet.
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Results against goals: each goal, what happened, evidence.
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Strengths: two or three, each with a specific example and its impact.
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Development areas: two at most, each with an example and the behaviour you want to see.
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Goals for the next period: three to five, measurable, with dates.
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Support and resources: what the manager and company will provide.
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Employee comments: space for their response.
Which prompt, generator or skill for each task
If you would rather buy the whole HR side in one go, the HR Tool Bundle - 4 AI HR Skills ($39) covers generalist HR work, and the recruiting bundle below covers hiring. Every skill is a one-time purchase, a .md file plus README that works in Claude (including Claude Code), ChatGPT as a custom GPT, Gemini as a Gem, and Copilot, with a 30-day money-back guarantee. Browse the full AI recruiter collection for more.
Frequently asked questions
Can I use these prompts as a recruiting GPT?
Yes. Paste the fairness rule and your job description template into the instructions of a custom GPT or a Claude project, then use the individual prompts as messages. A skill file does the same thing in a more structured way and works across Claude, ChatGPT, Gemini and Copilot.
Is it legal to screen CVs with AI?
Rules differ by country and sometimes by state or city, and some jurisdictions require notice, audits or human review when automated tools influence hiring. Use AI to organise evidence, keep a human making every decision, and check your local requirements. This article is not legal advice.
How do I stop the AI from being biased?
Remove names, photos, addresses and dates that reveal age before pasting a CV, tell the model to score only evidence tied to the job, ask it to mark "no evidence" rather than guess, and spot-check its scores against your own on a sample. Bias in the input still reaches the output, so the rubric matters more than the prompt wording.
Which is better for HR prompts, ChatGPT or Claude?
Both handle every prompt here. Claude tends to follow long structural instructions and formatting closely, which helps with rubrics and review templates. ChatGPT custom GPTs are convenient when many people on a team need the same setup. Pick the one your company already licenses.
Do the skills replace an ATS?
No. An ATS stores candidates and tracks stages. Skills and prompts produce the documents and analysis around it: job descriptions, rubrics, interview guides, offer drafts and review drafts. Most people paste the results back into their ATS.
The bottom line
Twenty-five prompts will not run your hiring for you, and they should not. What they do is remove the blank page from job descriptions, rubrics, interview guides, offers, onboarding plans and reviews, and build fairness into the first draft. Keep your criteria explicit, keep the decision human, and check anything with legal weight against the law where you operate.
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Five recruiting skills covering sourcing, screening, interviews, offers and strategy, ready to load into Claude, ChatGPT, Gemini or Copilot. One-time purchase, 30-day money-back.
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