Small businesses usually hire in a rush: someone quits, a job post gets copied from the internet, and interviews turn into friendly chats where the most confident person wins. Then the new hire is not quite what you needed.
A little structure fixes most of that, and AI makes the structure quick. This prompt gives you the whole hiring kit in one go: an honest job post, screening questions that weed out poor fits before you spend time, interview questions tied to the job, and a scorecard so you compare candidates on the same things.
How to use it
- Describe the job as it really is, including the hard parts. Good candidates appreciate honesty and the wrong ones rule themselves out.
- Run the prompt, then edit the post so it sounds like your business.
- Use the same questions and scorecard for every candidate, and score right after each interview.
hiring-kit.txt
Create a hiring kit for this role. Business: [name], [what we do], [city], [team size] Role: [title], [full-time/part-time/contract], [on site/hybrid/remote] Pay range: [range] · Hours: [hours] · Start date: [date] What this person will actually do each week: [list] The hard parts of the job, honestly: [e.g. early starts, physical work, busy season overtime] Must-haves: [skills, licences, experience] Nice-to-haves: [list] Why people like working here (true things only): [list] Write: 1. A job post (under 350 words): a clear title, a two-line hook, what you will do, what you need, pay and hours, why work here, how to apply. Plain language, no "rockstar" or "ninja", inclusive wording. 2. 4 screening questions for the application form that quickly show who meets the must-haves. 3. 8 interview questions tied directly to the weekly tasks and hard parts: half "tell me about a time you…", half practical scenarios from this job. For each, note what a strong answer includes. 4. A scorecard: 5 criteria from the must-haves, each scored 1–5 with a one-line description of what a 1, 3 and 5 look like. 5. A short, kind rejection message and an offer message. Only job-related questions. Nothing about age, family, health, religion, origin or other protected grounds. Canadian English.
Good practice in Ontario and across Canada
- Include the pay range. Ontario requires salary ranges in many publicly advertised job posts, and posts with pay get more and better applicants everywhere.
- Ask only job-related questions. Avoid questions about age, family plans, religion, health or origin. The prompt is set up to keep questions about the work.
- Reply to everyone. A short, kind "we went another way" protects your reputation in a small market.
This guide is practical help, not legal advice. Check current employment rules for your province, or ask your accountant or HR advisor, before you post.