Recruiting is the HR function with the highest AI leverage. Job descriptions, screening criteria, and interview question banks all follow patterns that AI handles well.
Most job descriptions are written by copying from the last posting, adding a few new bullets, and calling it done. The result is generic, often biased, and frequently misses the actual requirements of the role. Here is a better approach:
Write a job description for a [job title] role.
Company: [brief description of company and culture]
Team: [who they will work with]
Key responsibilities: [3-5 main things they will do]
Must-have qualifications: [non-negotiable requirements]
Nice-to-have: [preferred but not required]
Compensation: [range if sharing]
Work arrangement: [remote/hybrid/in-person]
Write a job description that:
- Leads with what the person will accomplish, not a list of duties
- Uses plain language, not corporate jargon
- States requirements as requirements, not "preferred"
- Includes the compensation range (candidates filter by this)
- Ends with a clear, simple application instruction
Do not include: "fast-paced environment," "rock star,"
"ninja," or "self-starter." These phrases filter out
qualified applicants who dislike cliches.Structured interviews — where every candidate is asked the same questions — produce better hiring decisions and are more defensible legally. AI can generate a full question bank in minutes.
Generate a structured interview question bank for a
[job title] role.
Key competencies for this role: [list 4-5 competencies,
e.g., "communication," "analytical thinking," "teamwork"]
For each competency, generate:
- 2 behavioral questions ("Tell me about a time when...")
- 1 situational question ("If X happened, how would you...")
- 1 follow-up probe question
Also generate:
- 3 questions to assess cultural fit
- 2 questions about their career goals
- 1 question to give them a chance to ask us
Total: approximately 20 questions. Mark which are
required and which are optional if time is short.Based on this job description, create a resume
screening rubric.
Job description: [paste it]
Create a scoring rubric with:
1. Must-have criteria (automatic disqualify if missing)
2. Strong indicators (6-10 points each)
3. Good-to-have indicators (2-4 points each)
For each criterion, specify: what to look for in a
resume and how to score it objectively. Format as a
table that a recruiter can use consistently across
all applications.Take your last three job descriptions and run them all through the screening criteria prompt. Do the must-have criteria actually match what you ended up hiring for? If there is a gap, that gap is where your job description is wasting your time with the wrong applicants.