Prompt Engineering for HR: 30 Prompts Every Recruiter Should Try

by Akanksha Mishra on
Prompt Engineering for HR: 30 Prompts Every Recruiter Should Try

Let’s not sugarcoat it. Most recruiters in India are stretched thin, expected to move fast, and somehow stay “personal” with every candidate while juggling admin hell in the background.

Now enter generative AI; great in theory, but completely useless if you don’t know what to ask it.

That’s where prompt engineering comes in. Think of it as writing smarter instructions so the AI gives you something that’s actually helpful, not vague noise. Use the right prompts, and you’ll cut hours off your day while leveling up the quality of your work.

Here are 30 real prompts that recruiters in India can start using right now, across sourcing, outreach, interviews, and reporting. No hype. Just good stuff.

SOURCING PROMPTS

  1. Create a boolean search string to find frontend developers with React and TypeScript experience in Bangalore with under 5 years of experience.
  2. Based on this job description, list the top 10 keywords I should use in my candidate search. [Paste JD]
  3. Write a LinkedIn X-ray search for data scientists in India who have worked at top product companies.
  4. What are 5 red flags I should look for in resumes for this role? [Paste role or JD]
  5. Rank the top 10 job portals in India for sourcing mid-level tech talent in 2025.

OUTREACH PROMPTS

  1. Write a cold outreach message for a product manager role that sounds casual, confident, and short. Use a friendly tone.
  2. Rewrite this message to sound more personalized and less like a template. [Paste your message]
  3. Write a subject line for an outreach email that gets a passive candidate curious without sounding spammy.
  4. Give me 3 variations of an outreach email for a sales role using a “you’re missing out” angle.
  5. Create a WhatsApp message to follow up with a candidate who hasn’t responded to my email in 3 days.

INTERVIEW PREP PROMPTS

  1. Generate 5 culture-fit interview questions for a B2B SaaS startup.
  2. What are some smart follow-up questions to ask a candidate who gave a generic answer to “tell me about yourself”?
  3. Based on this JD, suggest 10 interview questions that test real-world problem-solving. [Paste JD]
  4. Draft a candidate evaluation template I can share with interviewers for structured feedback.
  5. Create a cheat sheet of things I should look out for when interviewing for leadership roles.

CANDIDATE EXPERIENCE PROMPTS

  1. Write a kind but firm rejection email for a candidate who reached the final round but didn’t make it.
  2. Summarize this JD in 3 short bullet points for easier candidate understanding. [Paste JD]
  3. Translate this message into Hindi without losing professionalism. [Paste message]
  4. Create a welcome message for candidates joining the interview process, with links to FAQs and tips.
  5. Write a thank-you message I can send after an interview that doesn’t feel robotic.

L&D AND TRAINING PROMPTS

  1. Create a learning path for a recruiter to move into a talent partner role within 6 months.
  2. Suggest 5 micro-learning topics that can improve recruiter productivity and sourcing quality.
  3. Summarize the latest trends in recruiting tech from 2025 that I can include in my next team training session.
  4. Draft 3 icebreaker questions I can use during recruiter training to keep it lively.
  5. Generate a weekly newsletter blurb on recruiting tips for internal HR teams.

REPORTING & INSIGHTS PROMPTS

  1. Write a summary of our recruitment funnel data in plain English. [Paste data or describe]
  2. Based on this month's numbers, what are 3 quick wins I can implement to reduce drop-offs? [Describe your funnel]
  3. Draft a one-slide update for the leadership team showing hiring progress and risks.
  4. Compare our current time-to-hire with industry benchmarks for similar roles in India.
  5. What are the top reasons for candidate drop-off between offer and joining in Indian tech hiring? Suggest fixes I can implement right now.

These prompts aren’t just for fun. They’ll save you time, get you better output from the tools you’re already using, and give you back the brain space to focus on what recruiters actually do best; talk to humans.

Generative AI in HR in India isn’t about automating your job. It’s about giving you the kind of superpowers you wish you had five years ago.

Try a few of these right now. You’ll see what I mean.

Prompt Engineering
Automation in HR
ChatGPT