Posted by Jonathan Kidder on February 7, 2023

ChatGPT is a cutting-edge AI chatbot developed by OpenAI, co-founded by Elon Musk, and launched in November 2022. It offers a highly realistic and human-like conversational experience, providing informed answers to user questions with a level of sophistication beyond other chatbots. ChatGPT has been praised as a significant competitor to search engines like Google and raises questions about their revenue model. Ultimately, recruiters are excited to further explore this tool to see it’s full potential.

Chatgpt offers limitless potential for recruiters:

My enthusiasm for the potential of ChatGPT as a recruitment and sourcing tool drives my exploration into how it can transform and optimize the hiring process. This tool possesses endless possibilities to enhance the talent acquisition industry.

Considering all this new information, I initiated my own research and compiled a list of chatgpt prompts questions that I found useful in recruiting and talent sourcing. I’m hoping that other recruiters can experiment with these examples as well.

Here’s 15 recruiting chatgpt prompt questions:

1. Talent Mapping and Market Research questions:

Q: What are general mills (company A) competitors?

A: General Mills is a multinational food company that operates in the packaged food industry. Some of its major competitors include:

Kraft Heinz
Nestle
Kellogg
ConAgra
J.M. Smucker
PepsiCo (Quaker Oats division)
Unilever (Hellmann’s and Knorr divisions)
The Hershey Company
Mondelez International (Oreo, Nabisco, and Cadbury divisions)

Q: Top companies hiring software engineers in Minnesota?

A: Minnesota is home to a thriving technology industry, with a number of companies hiring software engineers. Some of the notable companies that frequently hire software engineers in Minnesota include:

Target Corporation
Best Buy
3M
UnitedHealth Group
Cargill
Oracle
Microsoft
Deloitte
Google
Amazon

Q: Average salary for a software engineer with 2 years of experience?

A: The average salary for a software engineer with 2 years of experience can vary depending on several factors such as location, company size, and the specific industry. Here are some rough estimates based on data from Glassdoor and Payscale:

In the United States, the average salary for a software engineer with 2 years of experience ranges from $75,000 to $90,000 per year.
In major tech hubs such as San Francisco, Seattle, and New York, the average salary can be higher, ranging from $85,000 to $110,000 per year.
In smaller cities and regions, the average salary can be lower, ranging from $65,000 to $80,000 per year.

It’s important to note that these are rough estimates and the actual salary for a software engineer with 2 years of experience can vary greatly depending on individual qualifications, job responsibilities, and other factors.

2. Intake questions for hiring managers:

Q: Intake questions to ask a new hiring manager on new roles?

A: Intake Questions to Ask a Hiring Manager About Their New Role:

Can you provide a brief overview of the role and its responsibilities?
What are the key objectives and goals of this position?
Who will this person be reporting to and what is the organizational structure for the team?
What are the key skills and experience required for success in this role?
What is the preferred background or industry experience for this role?
What are the biggest challenges faced in this role and how does the company plan to address them?
What is the company culture like and what are the key values that drive the organization?
What is the timeline for the hiring process and what is the expected start date for the successful candidate?
Are there any specific metrics or KPIs used to measure success in this role?
Is there anything else that you think is important for a candidate to know about the role or the company?

Note: These questions are meant to be used as a starting point and can be adjusted based on the specific requirements of the role and the company.

3. Phone screening questions:

Q: Phone screening questions to ask an ios mobile developer

A: Phone Screening Questions for an iOS Developer:

Can you tell us about your experience developing iOS applications?
Can you walk us through your development process, from idea to deployment?
Can you describe your experience with Swift and Objective-C programming languages?
Can you discuss your experience with different iOS frameworks such as Core Data, Core Animation, and Core Location?
How do you handle version control in your iOS development projects?
Can you share an example of a challenging iOS project you worked on and how you overcame any obstacles during the development process?
How do you stay up-to-date with the latest developments in iOS technology?
Can you discuss your experience with app store submission and deployment processes?
Can you give an example of how you have integrated third-party libraries and APIs into your iOS projects?
Can you discuss your experience with testing and debugging iOS applications?

Note: These questions are meant to be used as a starting point and can be adjusted based on the specific requirements of the role and the company.

4. Extracting more information from a job description:

Q: Extract key areas from these two job description (examples):

A: Key areas include the following:

BASIC QUALIFICATIONS

3+ years of non-internship professional software development experience.

2+ years of non-internship design or architecture (design patterns, reliability and scaling) of new and existing systems experience Experience programming with at least one software programming language Bachelor’s degree in Computer Science or related field.

4+ years of software development engineering experience in C/C++/Java, with at least one year of experience developing embedded applications would be a plus.

2+ years of OO system design & architecture.

5. Employer branding:

Q: Write a post about our companies exciting culture

A: At [Company Name], we believe that a positive and supportive company culture is key to success. That’s why we’ve created an environment where creativity, collaboration, and fun are just as important as hard work. Our team members are encouraged to bring their unique ideas and perspectives to the table, and we prioritize work-life balance so that our employees can thrive both in and out of the office. From team building activities and community service projects to endless snack options and flexible scheduling, we’re always finding new ways to create a culture that our employees love. If you’re looking for a dynamic and exciting place to work, come join us! #CompanyCulture #CareerGrowth #WorkLifeBalance.

6. Social media posts:

Q: Write a social media post about a new job opening on the engineering team

A: Exciting news! We’re looking for a talented software engineer to join our growing team at [Company Name]. If you’re passionate about technology, problem-solving, and working with a dynamic team, this is the opportunity for you! #Engineering #JobOpportunities #TechCareers. Apply now and help us shape the future!

7. Boolean string examples:

Q: Can you create a Boolean string to find software engineers?

A: (software OR “software engineer” OR “software development”) AND (engineer OR development OR programming OR “full stack” OR “back end” OR “front end”)

8. Writing a job description:

Q: Can you write a job description for a software manager role?

A: Software Manager

We are seeking a highly motivated and experienced Software Manager to lead a team of software developers and oversee the development of cutting-edge software applications. As the Software Manager, you will be responsible for managing the software development life cycle, ensuring timely delivery of high-quality software products, and leading the development team in the implementation of new and innovative technologies.

Key Responsibilities:

Manage and lead a team of software developers, ensuring that they have the resources and support needed to achieve their goals
Oversee the development of software applications, from conception to delivery
Ensure that software development projects are delivered on time and within budget
Mentor and support the professional growth of team members
Work closely with stakeholders to gather requirements and define software specifications
Drive the implementation of new technologies and best practices in software development
Collaborate with cross-functional teams, including product management, QA, and operations
Stay current with the latest trends and developments in software engineering and bring new ideas to the team

Qualifications:

Bachelor’s or Master’s degree in Computer Science, Software Engineering, or a related field
7+ years of experience in software development and management
Strong leadership and management skills, with experience leading and mentoring teams
In-depth knowledge of software development life cycle, software architecture, and best practices
Strong technical background with expertise in multiple programming languages and technologies
Experience with agile software development methodologies
Excellent communication and collaboration skills
Ability to work effectively in a fast-paced and dynamic environment

We offer a competitive salary, comprehensive benefits, and a dynamic and innovative work environment. If you are passionate about software development and have a proven track record of leading teams to success, we would like to hear from you!

9. Writing recruiter templates:

Q: Write a recruiter message to a QA developer

A: Dear [QA Developer],

I hope this email finds you well. My name is [Your Name], and I am a Recruiter at [Company Name]. I came across your profile and was impressed by your experience in quality assurance and software development.

We are currently looking for a talented QA Developer to join our team and help us ensure the quality of our software products. Our company is at the forefront of [Company’s Industry] and is dedicated to delivering innovative solutions to our clients.

As a QA Developer at [Company Name], you will have the opportunity to work on cutting-edge technology, collaborate with a talented team of professionals, and make a real impact on the success of the company. Our ideal candidate is a problem solver with a passion for technology and a strong commitment to quality.

If you’re interested in learning more about this opportunity, I would love to schedule a time to chat with you. Please let me know if this is something you’d like to pursue, and we can set up a time that works best for you.

Thank you for your time, and I look forward to hearing back from you soon.

Best regards, [Your Name]

10. Candidate assessment:

Q: Create a candidate assessment guide for a software engineer roles

A: Introduction: This guide outlines the key competencies and skills that are essential for a successful software engineer at [Company Name]. It serves as a tool to help the hiring team evaluate candidates and ensure they are a good fit for the role and the company culture.Competencies:

Technical skills: Strong understanding of computer science fundamentals, software development methodologies, and programming languages such as [Java, Python, C++, etc.].
Problem-solving skills: Ability to analyze and solve complex technical problems with creative and efficient solutions.
Communication skills: Ability to clearly and effectively communicate technical concepts and ideas to both technical and non-technical stakeholders.
Collaboration skills: Ability to work effectively with a team, contribute to team goals, and adapt to changing priorities.
Continuous learning: Proven ability to keep up with new technologies, trends, and best practices in software engineering.
Attention to detail: Ability to produce high-quality work that meets and exceeds customer expectations.
Time management: Ability to prioritize tasks, meet deadlines, and manage multiple projects simultaneously.

Assessment Tools:

Technical Assessment: A technical assessment will be conducted to evaluate the candidate’s technical skills and knowledge of software development best practices. This may include a coding test or a technical interview.
Problem-solving Assessment: The candidate will be presented with a problem-solving scenario and asked to demonstrate their ability to analyze and solve complex technical problems.
Communication Assessment: The candidate will be asked to present a technical concept or project and demonstrate their ability to communicate technical information effectively.
Collaboration Assessment: The candidate will be asked to participate in a group activity or role-play to assess their ability to work effectively with others.
Continuous Learning Assessment: The candidate will be asked about their experience with continuous learning and how they keep up with new technologies and best practices.
Attention to Detail Assessment: The candidate will be asked to provide examples of projects they have completed and how they ensure high-quality work.
Time Management Assessment: The candidate will be asked about their experience managing multiple projects and meeting deadlines.

Conclusion: By using this candidate assessment guide, the hiring team can ensure that the candidates being considered for the software engineer role possess the necessary competencies and skills to be successful in the role and at [Company Name].

12. Writing a company mission statement:

Q: Write a mission statement for a tech start-up company

A: “Our mission is to empower individuals and organizations by harnessing the power of technology to create innovative, user-friendly solutions that drive progress and improve daily life. We are committed to delivering superior products and services while fostering a culture of collaboration, creativity, and diversity.”

13. Candidate experience:

Q: Create a candidate experience survey for applicants

A: Dear [Applicant Name],We appreciate your interest in [Company Name] and would like to take this opportunity to gather your feedback on the candidate experience. Your input is important to us and will be used to make improvements to our hiring process.

Please take a few moments to complete the following survey:

On a scale of 1-5, how would you rate your overall experience during the application process? (1 being unsatisfied, 5 being very satisfied)
How well were you informed about the position and the requirements before applying?
Was the application process straightforward and easy to complete?
How timely and effective was the communication with the hiring team during the process?
Was the interview process well-organized and professional?
Did you feel that your interviewers had a good understanding of your qualifications and experience?
Was the feedback provided to you after the interview process helpful and informative?
How likely are you to recommend [Company Name] as a potential employer to others?
Is there anything that you feel could be improved in the candidate experience at [Company Name]?

Thank you for taking the time to provide your feedback. Your thoughts and suggestions are important to us and will be used to make improvements to the candidate experience at [Company Name].

Best regards, [Your Name] [Company Name] HR Department

14. Onboarding

Q: Write me an onboarding email for a new employee

A:Welcome to [Company Name]!

Dear [New Employee Name],

I hope this email finds you in good spirits. I am writing to extend a warm welcome to [Company Name]! We are thrilled to have you join our team.

As a new member of our organization, you will be an integral part of our ongoing success. Our team is made up of highly motivated and dedicated individuals who are committed to delivering exceptional results.

To help you get started, I would like to provide you with some important information.

Start Date: [Start Date]
Reporting Manager: [Reporting Manager’s Name and Email]
Office Location: [Office Location and Address]

On your first day, please arrive at [Time] to complete the necessary paperwork and receive a tour of the office. Your reporting manager will be there to answer any questions you may have.

We also have a comprehensive onboarding program in place to ensure a smooth transition and to help you get up to speed as quickly as possible. The program includes training sessions, one-on-one meetings with your team, and an introduction to our company culture and values.

Please let us know if you have any questions or concerns in the meantime. We are excited to have you on board and look forward to your contributions to our team.

Best regards,

[Your Name]

[Company Name]

15. Creating new employee surveys:

Q: Create a survey for new employees and there experience thus far

A: Dear [Employee Name], We hope you are enjoying your time at [Company Name]. As a new employee, your feedback is valuable to us as we strive to create a positive and supportive work environment for everyone.

Please take a few moments to complete the following survey and provide us with your thoughts on your experience thus far:

On a scale of 1-5, how satisfied are you with the onboarding process? (1 being unsatisfied, 5 being very satisfied)
How well did the onboarding process prepare you for your role at [Company Name]?
Have you received adequate training and support to perform your job duties effectively?
How would you rate the overall work environment at [Company Name]?
Have you received clear and concise communication regarding company policies and procedures?
How well do you feel you understand the company’s mission and values?
How satisfied are you with the tools and resources provided to you to perform your job effectively?
Do you feel valued and appreciated as a member of the [Company Name] team?
Is there anything that you feel could be improved in your work experience at [Company Name]?

Thank you for taking the time to provide your feedback. Your thoughts and suggestions are important to us and will be used to make improvements to the employee experience at [Company Name].

Best regards, [Your Name]

[Company Name] HR Department

Final Thoughts:

Overall, I’m embracing the future of chatgpt in the recruiting and talent sourcing process. Please include anymore prompt question suggestions in the comment section below.

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Jonathan Kidder

With more than 12 years of recruitment experience, Jonathan has helped startups and small businesses find the talent they need. He runs the blog WizardSourcer, which explores the latest trends in talent sourcing, provides reviews of recruitment tools, and features interviews with prominent figures in the industry.