Hiring is one of the most time-intensive processes in any business. A typical recruitment round involves reading 100+ CVs, writing 5+ documents, scheduling 20+ interviews, and making decisions under time pressure. AI can cut the administrative workload by 60% without compromising on quality.
Writing Inclusive Job Descriptions
Great job descriptions attract the right candidates and filter out the wrong ones. Use this prompt:
Write a job description for a [job title] at a [company description]. Key responsibilities: [list]. Required skills: [list]. Nice-to-haves: [list]. Salary range: [range]. Location: [remote/hybrid/on-site]. Make the language: inclusive (no gendered terms), specific (no vague phrases like “fast-paced environment”), and compelling. Include a section on what makes this role unique.
CV Screening at Scale
For high-volume hiring, AI can screen CVs against your criteria:
I’m hiring a [role]. The must-have criteria are: [list]. Nice-to-haves: [list]. Here are 10 CV summaries [or paste full CVs]. Rank them from most to least suitable, with a brief justification for each. Flag any red flags or outstanding qualifications.
Important: AI screening must comply with equality legislation. Never use AI to filter on protected characteristics. Always have a human make the final shortlisting decision.
Interview Question Generation
I’m interviewing candidates for [role]. The key competencies are: [list]. Write 15 structured interview questions covering: technical skills, behavioural (using STAR method), situational judgment, and cultural fit. Include: what a strong answer looks like and any follow-up probes.
Offer Letters and Rejection Emails
Standard documents that AI handles perfectly:
Write a job offer letter for [name] for the role of [title] at [salary], starting [date]. Include: summary of role, compensation package, next steps, and a warm, professional tone. Our company culture is [describe briefly].
For rejections: “Write a rejection email for a candidate who interviewed for [role]. They were strong but we found a better fit. Be warm, specific about our process, and leave the door open for future roles.”
Onboarding Checklists
Generate a tailored onboarding plan for each new hire:
Create a 30-60-90 day onboarding plan for a [role] joining [company type]. Include: week 1 activities, people to meet, tools to set up, training to complete, and a clear goal for each milestone. Format as a checklist.
Legal Compliance
UK employers must comply with GDPR when storing CV data, and equality law prohibits discrimination in hiring decisions. Ensure any AI screening tool you use has been tested for bias and complies with the Equality Act 2010.
