HR & Recruiting Prompts: Job Descriptions & Interview Templates

Create an inclusive job description for:

ROLE: [JOB TITLE]
LEVEL: [Entry/Mid/Senior/Lead]
DEPARTMENT: [TEAM]
LOCATION: [Remote/Hybrid/Onsite - City]
SALARY RANGE: [RANGE OR "Competitive"]

COMPANY INFO:
- Company: [NAME]
- Industry: [INDUSTRY]
- Size: [EMPLOYEE COUNT]
- Culture: [2-3 KEY VALUES]

ROLE DETAILS:
- Reports to: [TITLE]
- Key responsibilities: [LIST 3-5]
- Must-have skills: [LIST 3-5]
- Nice-to-have: [LIST 2-3]

Generate:
1. Compelling opening paragraph (what makes this role exciting)
2. Responsibilities (action-oriented, specific)
3. Requirements (focus on skills, not years)
4. Benefits and perks
5. How to apply
6. Equal opportunity statement

Guidelines:
- Avoid gendered language
- Focus on outcomes, not credentials
- Include growth opportunities
- Keep requirements realistic (no "rockstar ninja")
- Under 600 words total

Review and optimize this job description:

[PASTE EXISTING JOB DESCRIPTION]

Analyze and improve:
1. Inclusivity check:
   - Flag gendered language
   - Identify unnecessary requirements
   - Suggest alternatives

2. Clarity improvements:
   - Vague phrases to make specific
   - Jargon to simplify
   - Missing information to add

3. Compelling elements:
   - Strengthen the hook
   - Highlight unique benefits
   - Add growth narrative

4. SEO optimization:
   - Keywords candidates search for
   - Title optimization
   - Format for job boards

5. Red flags for candidates:
   - Things that might deter good applicants
   - Unrealistic expectations
   - Missing salary info impact

Provide the optimized version with changes highlighted.

Generate behavioral interview questions for:

ROLE: [JOB TITLE]
KEY COMPETENCIES TO ASSESS:
1. [COMPETENCY 1 - e.g., Problem Solving]
2. [COMPETENCY 2 - e.g., Collaboration]
3. [COMPETENCY 3 - e.g., Leadership]
4. [COMPETENCY 4 - e.g., Adaptability]

For each competency, provide:
1. Primary question (STAR format)
2. Follow-up probes (3 each)
3. What a strong answer includes
4. Red flags to watch for
5. Scoring rubric (1-5 scale with descriptions)

Additional requirements:
- Questions should be role-appropriate
- Avoid hypotheticals (ask about real experiences)
- Include one question about failure/learning
- Include one question about working with difficult people

Format as an interview guide with timing suggestions.

Create technical interview questions for:

ROLE: [JOB TITLE]
LEVEL: [Junior/Mid/Senior]
TECH STACK: [LIST TECHNOLOGIES]
KEY SKILLS TO ASSESS: [LIST 3-5]

Generate:
1. Warm-up question (ease into technical discussion)
2. Core technical questions (5-7)
   - Concept understanding
   - Problem-solving approach
   - System design (if senior)
   - Code review scenario
3. Practical exercise suggestion
4. Take-home project option (if applicable)

For each question include:
- The question
- Expected answer outline
- Follow-up questions
- What differentiates good vs great answers
- Time allocation

Avoid:
- Gotcha questions
- Trivia that can be Googled
- Questions with single "correct" answers

Write a rejection email for:

CANDIDATE: [FIRST NAME]
ROLE: [JOB TITLE]
STAGE: [Resume Screen / Phone Screen / Interview / Final Round]
REASON: [Brief internal reason - won't be shared verbatim]

Generate a rejection email that:
1. Thanks them genuinely for their time
2. Delivers the news clearly (don't bury it)
3. Provides brief, constructive context (if post-interview)
4. Encourages future applications (if appropriate)
5. Maintains positive employer brand

Tone: Professional, warm, respectful
Length: 100-150 words

Create 3 versions:
A) Standard rejection
B) Strong candidate we'd consider for future roles
C) After final round (more personal)

Never:
- Give false hope
- Provide specific feedback that could create legal risk
- Use generic "we'll keep your resume on file" if untrue

Create an offer letter for:

CANDIDATE: [FULL NAME]
ROLE: [JOB TITLE]
DEPARTMENT: [TEAM]
MANAGER: [HIRING MANAGER NAME]
START DATE: [DATE]

COMPENSATION:
- Base Salary: $[AMOUNT]
- Bonus: [PERCENTAGE/AMOUNT] (if applicable)
- Equity: [SHARES/OPTIONS] (if applicable)
- Sign-on: $[AMOUNT] (if applicable)

BENEFITS HIGHLIGHTS:
[LIST TOP 3-5 BENEFITS]

Generate:
1. Exciting opening (congratulations, we're thrilled)
2. Clear role summary
3. Compensation breakdown
4. Benefits overview
5. Start date and logistics
6. Expiration date for offer
7. Next steps to accept
8. Welcome message from future manager (optional)

Tone: Excited but professional
Include: Contingencies (background check, references)
Remind: Offer is confidential