8 Generative AI Prompts Every Recruiter Should Have in Their Back Pocket

There’s no doubt about it: When it comes to the workplace, AI is here to stay.

Generative artificial intelligence (GAI) has become one of the most buzzed-about topics in business and talent acquisition. According to LinkedIn’s 2024 Future of Recruiting report, 62% of recruiters are optimistic about AI’s impact on recruitment, and the number of recruiters who added AI skills to their profiles jumped by 14% last year. Yet, despite this enthusiasm, only 27% of talent professionals surveyed are actively using or experimenting with generative AI.

Whether you’re just dipping your toes into the GAI waters or are a seasoned AI enthusiast looking to level up your workflow, making these tools work for you starts with one key step: writing great prompts.

Best practices for writing effective AI prompts 

In a nutshell: The better the prompt, the better the results. 

Generative artificial intelligence has become a powerful tool for enhancing workplace productivity and tackling repetitive tasks. Tools like Microsoft Copilot, ChatGPT, Google Gemini, and Claude can create a wide range of content — including text, images, audio, and even code — based on the prompts we provide.

While the potential of these tools is immense, harnessing generative AI’s full power begins with crafting a detailed prompt — and then refining it for accuracy and relevance. Here are some best practices to help you write better, more effective prompts that yield precise, useful results:

• Talk to the chatbot like it’s human. A blank chat box can feel intimidating, so write conversationally and use simple, natural language as if you’re talking to a colleague, not a computer. This approach makes it easier for the AI to understand your request.
• Assign a role to the AI. Start by specifying the role you want the AI to play. After all, in the real world, if you were looking for assistance with administrative tasks, you’d want to talk to an administrative assistant. Begin your query by requesting it to “Act like a talent acquisition specialist” (or a technical recruiter, hiring manager, or whoever you think would be most helpful). This provides the AI with a framework to guide its responses.
• State your goal. Clearly define the format you want the AI to use for its output before writing your prompt. For instance, you might request a numbered list, a table, or a slide deck.
• Be specific. The more details and context you share, the better the AI can deliver what you need. Avoid vague or open-ended queries; instead, craft prompts that include specifics about the task, target audience, tone, word count, and any other relevant information.
• Be polite. We all know that people are more likely to do something if you ask nicely, but does this also apply to AI? Surprisingly, yes. Recent research suggests that polite prompts can lead to higher-quality responses from large language models (LLMs) — the technology behind generative AI chatbots. However, researchers warn that there’s a balance to maintain because overly effusive prompts may actually lead to lower-quality results. Ultimately, they recommend “moderate politeness,” much like in everyday social interactions. So be sure to say “please” and “thank you.”
• Ask follow-up questions. If the initial response isn’t quite what you expected, ask clarifying questions to improve and refine the subsequent output. This iterative process helps refine the results to better meet your objectives.
• Review and edit. Always double-check the AI’s work for accuracy, coherence, bias, and inclusion. The best outcomes typically result from a combination of AI output and human refinement, so take the time to thoroughly edit the responses before finalizing them.
  

8 GAI prompts every recruiter should add to their toolbox

Ready to dive in? Here are eight powerful gen AI prompts designed for each stage of the recruiting process. Save them in your company’s prompt library for quick access and future use.

1. Write compelling job descriptions

Among recruiting pros who are using gen AI tools, 57% of respondents cited the ability to write job descriptions faster and more easily as the top benefit. By automating some of these more mundane tasks, AI tools are also freeing up recruiters’ time for more fulfilling work, boosting their productivity, and allowing them to engage and communicate more easily with candidates.

Use AI tools to improve an existing job description, or write one from scratch that’s clear, compelling, and on brand.

Prompt: 

Act as if you are a [senior recruiter] and write a compelling and detailed job description for a [specific role, e.g., Senior Data Analyst] position at [Company Name]. The ideal candidate should have at least [five years] of experience, a strong background in [SQL, Python, and data visualization tools like Tableau or Power BI]. Highlight the role’s key responsibilities, such as [analyzing large datasets to support business decisions, collaborating with cross-functional teams, and providing data-driven insights to the product and marketing departments]. Emphasize the company’s commitment to [innovation, work-life balance, and professional development opportunities]. Include information about the required qualifications, preferred skills [like machine learning experience], and the company’s culture, along with a note about equal opportunity employment. Write in the third person and use language that is professional but informal. Aim for around 500 words.

2. Personalize candidate outreach emails

In today’s competitive job market, many candidates already receive an abundance of bot-produced outreach messages and generally tune them out. To cut through the noise, it’s important to treat the AI’s output as a helpful starting point and add a personal, human touch to your final draft to make your message stand out. 

If you’re using LinkedIn Recruiter, the AI-Assisted Messages tool will help you craft personalized outreach InMail messages to help you engage more candidates — and LinkedIn data shows that personalized InMails see a 40% increase in acceptance rates.

Prompt: 

Write a personalized outreach message to a candidate named [Candidate’s Name] for a [specific role] at [Company Name]. Highlight how their experience in [specific skill or field] and [relevant accomplishment from their LinkedIn profile or resume] makes them a strong fit for the position. Emphasize the company’s [key value, such as innovation or work-life balance] and how this aligns with the candidate’s background. Include a brief mention of the company’s growth opportunities and the impact they could make in this role. End with a friendly invitation to discuss the opportunity further, and make it clear you’re excited to connect.

3. Sourcing candidates

Finding the perfect candidate requires a thorough and multifaceted sourcing strategy. If you’re using LinkedIn Recruiter, the AI-Assisted Search and Projects feature can streamline the process, making it faster and more intuitive. Start by simply describing your ideal candidate in the prompt box, and the tool will generate a list of potential matches based on your input.

While AI can enhance your sourcing efforts, traditional Boolean search remains one of the most effective tools for narrowing down candidates to those who best match your needs.

Prompt:

Generate a Boolean string to help me find candidates for a [specific role] with expertise in [specific skills, certifications, or technologies] on LinkedIn. Candidates should have at least [X] years of experience and be located in [specific region]. Exclude candidates who lack experience in [specific requirement] or who hold unrelated job titles like [list unrelated job titles]. The string should be designed for use in LinkedIn’s search bar and include filters for both required and optional skills, as well as potential alternative job titles.

4. Develop targeted screening questions

Crafting effective screening questions is essential for narrowing down your candidate pool and identifying strong applicants before moving to face-to-face interviews. Targeted questions ensure that hiring managers focus their time and attention on the most qualified candidates, while also helping to evaluate both technical skills and cultural fit early in the process.

Prompt:

Create a set of screening questions for candidates applying for the position of [specific role]. These questions should assess the candidate’s proficiency in [key skills or technologies], their experience with [specific job functions or industry], and their alignment with [company values or team culture]. Include a mix of technical, behavioral, and situational questions to evaluate both hard and soft skills. Ensure the questions are tailored to identify candidates with at least [X] years of experience and who have worked in [specific environments, such as fast-paced startups or large enterprises]. Also, create one or two questions that reveal how the candidate approaches problem-solving and teamwork.

5. Summarize post-interview feedback

Instead of spending time poring over post-interview candidate feedback, use AI to quickly consolidate interview notes across the hiring team to improve the speed of hire. Because the faster your hiring process, the fewer offers you’ll be competing with — and the more likely the candidate will have a positive candidate experience and you’ll be able to secure top talent. 

Prompt: 

Create a comprehensive interview feedback summary for a candidate named [Candidate’s Name] who interviewed for the [specific role] at [Company Name]. Gather and synthesize the feedback provided by the following interview panel members: [Interviewer 1 Name], [Interviewer 2 Name], and [Interviewer 3 Name]. Include the following details in the summary:

1. Strengths: Highlight the key strengths noted by each panel member, focusing on specific skills, experiences, or qualities that impressed them.
2. Areas for Improvement: Summarize any concerns or suggestions for improvement mentioned by each interviewer, providing constructive feedback.
3. Cultural Fit/Add: Assess how each panel member perceives the candidate’s alignment with or expansion of the company’s values and culture, including any specific examples they provided.
4. Overall Recommendation: Conclude with a collective recommendation regarding whether to move forward with the candidate, including any differing opinions and the reasoning behind them.
   

Make sure the summary is concise, well-structured, and captures the essence of each panel member’s feedback.

6. Draft offer letters

After identifying the right candidate, AI can help you craft an engaging offer letter that clearly outlines all the key details about the position. Use existing offer letters from your organization as a foundation, then have the AI draft a personalized version. Be sure to review the draft with your team for accuracy and final approval.

Prompt:

Write a comprehensive offer letter for a candidate named [Candidate’s Name], who has been selected for the role of [specific role, such as Software Engineer] at [Company Name]. The offer letter should be professional, clear, and tailored to the [industry], outlining key details related to compensation, benefits, and the expectations of the role. Include the following elements in the letter:

1. Introduction and Congratulations: Open with a warm, personalized congratulations on being selected for the role, and express the company’s excitement about extending the offer.
2. Position Details: Clearly state the job title, department, and reporting structure (such as, “You will be reporting to [Manager’s Name] in the [Department Name] team”), and summarize the key responsibilities or goals of the role.
3. Compensation Package: Detail the base salary or hourly wage, frequency of payment (e.g., biweekly, monthly), and any bonus structures or incentives. If applicable, include information on stock options or profit-sharing plans.
4. Benefits and Perks: Provide an overview of the benefits package, including health insurance, retirement plans (such as 401(k)), paid time off (PTO), wellness programs, or any other perks (such as remote work options, education reimbursement, or professional development opportunities).
5. Start Date and Work Schedule: Mention the proposed start date, working hours, and any expectations for remote, hybrid, or in-office work arrangements.
6. Employment Terms: Outline the employment type (such as full-time, part-time, contract), the duration (if applicable), and any probationary period or performance reviews during the first few months.
7. Contingencies and Requirements: Include any conditions the candidate must meet before starting (including background checks, proof of eligibility to work, or other required documentation).
8. Closing and Next Steps: End on an enthusiastic note, providing instructions on how to formally accept the offer, the deadline for acceptance, and who to contact with questions. Encourage the candidate to reach out with any questions and express excitement about them joining the team.
   

Ensure the tone is professional, positive, and welcoming, and that all details are clearly and accurately communicated.

7. Write empathetic rejection emails

Delivering bad news is never easy. Use AI to craft a thoughtful email that kindly informs candidates when the company is not moving forward with their application. The goal is to create an empathetic, supportive rejection email that encourages candidates to remain in your talent pipeline, ready for future opportunities.

Prompt:

Your task is to write a rejection email to a candidate named [Candidate’s Name] who applied for a [specific role, such as Marketing Specialist] position at [Company Name]. While the candidate demonstrated strong qualifications and skills, we have chosen to move forward with another candidate whose experience more closely aligns with our current needs.

In your email, ensure that you:

1. Express Gratitude: Thank the candidate for their interest in the position and the effort they put into their application and interview.
2. Provide Constructive Feedback: Offer specific, constructive feedback on their strengths, such as relevant skills or qualities that stood out, as well as one or two areas where they could enhance their profile or experience for future opportunities.
3. Acknowledge Their Efforts: Recognize the time and effort the candidate invested in the application process, showing empathy for their situation.
4. Encouragement for the Future: Encourage the candidate to apply for future openings at the company and wish them success in their job search, making it clear that we value their talent and would welcome future applications.
   

Your email should be professional, clear, and concise while maintaining a tone of empathy and encouragement. Avoid language that could discourage the candidate from considering [Company Name] for future roles.

8. Create onboarding plans

Onboarding is the first impression new hires get when they join your company. It’s not just about getting them up to speed on processes; it’s your chance to welcome them, ensure they feel comfortable and confident, and set them up for success. Strong onboarding processes can also boost new hire retention by up to 82%.

With over 80% of organizations planning to adopt automated onboarding in the next 12 to 24 months, now is the time to start integrating AI into your process. A great place to begin is by asking AI to create a detailed onboarding plan for a new hire’s first three months.

Prompt:

Create a three-month onboarding plan for a new hire named [New Hire’s Name] who has been hired for the [specific role] at [Company Name]. The onboarding plan should get the new hire excited about joining the team and help them integrate smoothly. Include:

• Week 1: Welcome and orientation, introductions to the team, overview of company values and culture, equipment setup, and initial role-specific training. Schedule a one-on-one check-in with their manager.
• Weeks 2-4: Assign a mentor, set clear short-term goals, and encourage shadowing team members. Include regular check-ins with their manager for feedback.
• Month 2: Facilitate collaboration with cross-functional teams. Assign a significant project and continue mentorship. Provide feedback and adjust goals as needed.
• Month 3: Assign more independent tasks and complete a formal 90-day performance review. Discuss long-term goals and career development opportunities.
  

Focus on creating excitement, fostering a sense of belonging, and supporting the new hire’s growth.

Final thoughts: It all starts with a good prompt

Crafting targeted GAI prompts is essential for making the recruiting process more effective and efficient. Focus on using AI tools to automate the most repetitive aspects of your work, allowing you to dedicate more time to the human elements of recruiting, such as building person-to-person relationships and making strategic decisions. 

By integrating these prompts into your workflow, you’ll not only improve your efficiency but also enhance the overall candidate experience.