1. Research the market and your competitors
You can use market research to support your recruiting process by gathering information on everything from the state of the job market in your sector and industry trends to what your competitors are asking for or offering. That can technically be done with manual research, but a simple ChatGPT prompt can help get you more data and get it faster.
Say you’re considering augmenting your SaaS sales team sometime in the next year. You can use AI to figure out how stretched the workforce is and how your offer might stack up against other firms in your field.
Here’s an example of a prompt you could ask ChatGPT:
‘You’re a recruiter in the SaaS industry. Conduct, organise and summarise research into employment and hiring forecasts for SaaS in 2026. Discuss what employers should be aware of, possible pitfalls to avoid while recruiting, and some key trends in Australia that could affect attracting and onboarding top talent’.
AI will provide information on skill-based hiring, new tools for predicting candidate success and why employer branding shouldn’t be ignored.
2. Create job listings
It takes skill and time to create a job description that’s comprehensive, inspiring and on brand. Job description-related ChatGPT prompts for recruiters take key attributes and turn them into content that will catch a job seeker’s eye.
Here’s an example:
‘Create a job description for a SaaS sales position at a mid-level software company targeting clients interested in marketing automation. Make sure that the listing includes:
- [Company name, mission and location]
- [General description of the position and its core duties]
- [Education requirements and preferred experience]
- [Desired skills (technical and soft) and qualifications/certifications]
- [Salary offer and potential perks/benefits]
- [How to apply and what to expect from the application/recruitment process]
Aim for language that is professional but informal. Avoid slang and jargon while emphasising the company’s inclusive and forward-thinking culture. Include keywords to improve SEO’.
3. Locate top industry talent using Boolean search
Boolean strings are keyword combinations linked by Boolean logic operators (AND, OR, NOT) to refine searches. They’re commonly used by recruiters to find resumes and candidates in databases, on job boards and even on social networks. You can use ChatGPT prompts to quickly create Boolean strings.
In this case, you’re creating a prompt that tells AI how to search on your behalf:
‘Create a Boolean search string to use on Indeed. The goal is to find a SaaS salesperson with experience in marketing. The candidate should ideally have 5+ years of industry experience and be based in or willing to relocate to Sydney. Include alternative terms people might use to describe SaaS sales experience and other positions with similar responsibilities’.
That last line is important, as it could point you towards candidates who list ‘cloud sales’ or ‘IT sales’ on their resumes and might otherwise be excluded from the results.
4. Craft interview questions
The problem with many interview questions lists on the internet is that they’re a great starting point but don’t take your brand, specific roles or your interview style into account. Harnessing the power of ChatGPT prompts for recruiters lets you generate position-specific questions that work for your company.
If you’re a start-up looking for a SaaS salesperson who has technical skills, experience and the right personality for a rapidly scaling business, your prompt might look something like this:
‘Act as a talent recruiter with at least five years of experience in software and tech. Create a list of 15 interview questions for candidates applying for the position of SaaS salesperson. Questions should assess technical skills for a SaaS role, alignment with company values, interest in start-up culture and overall passion for learning/growth mindset’.
5. Generate assessments
You can come to a clearer, more objective decision if you use a data-driven assessment method like an interview evaluation rubric to rate candidates according to their answers to interview questions.
ChatGPT can help you create that rubric, but you should pepper your prompt with the same qualifications and question categories you used to create your job listing, screening criteria and interview questions. Then add in those intangible factors, such as culture add and interpersonal skills, to paint a more comprehensive picture.
‘Develop a structured interview evaluation rubric that will help an HR recruitment panel assess applicants looking to fill an open SaaS salesperson position. Look at categories such as technical skills, education, experience, core values and interpersonal skills. Each category or quality should list a possible score along with proposed criteria that match up to that score’.
6. Draft offer and rejection emails using personalised ChatGPT prompts
These are arguably the best ChatGPT prompts because they help even the most introverted and conflict-averse recruiters figure out the right way to reject a candidate or extend a job offer.
To generate an email that delivers bad news with empathy, try this ChatGPT prompt:
‘You’re a talent recruiter with 10+ years’ experience. Write a rejection email letting David Hunt, a candidate for a SaaS salesperson position, know that he wasn’t selected to advance to the next part of the recruitment process. Use an empathetic tone, mention being impressed with his recent certifications, and explain that we’re looking for candidates with more hands-on sales expertise. Include a professional closing with well-wishes for the future’.
On the flip side, there are also ChatGPT prompts for recruiters who have found the right candidate and want to extend an official job offer. In most cases, this would be a follow-up to a verbal offer, and you’re looking for a more formal acceptance and putting key details on paper.
Here’s how the prompt might go:
‘Write from the perspective of an HR recruiter extending a job offer to an applicant interested in your company’s opening for a SaaS salesperson. The applicant has already given a verbal acceptance, but you need to gather more information. Ask for personal details such as street address, confirm a viable start date at least two weeks out to accommodate the applicant giving notice at their current job, and offer to answer any questions that the recipient might have. Be sure to include information about the next steps: training takes 10 days, including a two-day orientation and meetings with company mentors’.
