HR recruiting and talent acquisition

Comprehensive recruiting and talent acquisition support — from writing job descriptions and sourcing candidates to conducting interviews, making offers, and building employer brand.

Supported tasks

• Writing and optimizing job descriptions
• Creating interview questions (behavioral, competency-based, cultural fit)
• Screening resumes and evaluating candidates
• Conducting phone screenings and reference checks
• Developing employer branding and social media recruiting campaigns
• Writing offer letters, rejection letters, and counter-offer letters
• Managing ATS (Applicant Tracking Systems)
• Building employee referral programs
• Implementing campus recruiting programs
• Conducting exit surveys to improve retention

Key prompts

Job descriptions

1. "What are the key responsibilities and qualifications for a [job title] at [company name]? Provide a detailed description of day-to-day duties, required skills, and relevant experience."
2. "How can we write a job description that attracts top talent for a [department] role? Include key skills, responsibilities, and unique aspects that would appeal to candidates."
3. "What are effective ways to phrase job requirements for a [job title] that appeal to qualified candidates while remaining inclusive?"
4. "How can we make our job descriptions more inclusive and welcoming to candidates from diverse backgrounds?"
5. "Describe the importance of creating compelling and accurate job descriptions to attract the right candidates."
6. "What strategies can be employed to write bias-free job descriptions that attract diverse candidates?"
7. "How can HR managers use SEO techniques to increase the visibility of job postings?"

Interview questions

1. "Generate a set of behavioral interview questions for a [job title] position focused on [competency/skill area]."
2. "What are strong competency-based interview questions for assessing [specific competency] in candidates?"
3. "Create cultural fit assessment questions that reveal whether a candidate aligns with [company values]."
4. "Write a set of situational interview questions for a [role] that test problem-solving and decision-making."
5. "What follow-up probes should I use after a candidate answers a behavioral question?"

Screening and evaluation

1. "What criteria should I use to screen resumes for a [job title] position requiring [key skills]?"
2. "How should I structure a 30-minute phone screening for a [role] to assess candidate suitability quickly?"
3. "What questions reveal the most about a candidate's skills during a brief phone screen?"
4. "How can I standardize resume screening to reduce bias and ensure fair evaluation?"
5. "What are the best practices for conducting reference checks for a [job title] candidate?"
6. "Write a reference check script to verify [candidate's] experience in [specific area]."

Employer branding

1. "How can we develop an employer branding strategy that highlights [company's] culture and values?"
2. "Write a social media recruiting campaign for LinkedIn to attract [target candidate profile]."
3. "What messages resonate most with [specific talent segment, for example, engineers, marketers] on social media?"
4. "How can we showcase employee success stories to attract top talent to our organization?"
5. "What are best practices for implementing a campus recruiting program for [industry/function]?"
6. "How can we build an effective employee referral program that generates high-quality candidate leads?"

Offers and closing

1. "Write a professional job offer letter for [candidate name] for the [job title] position at [salary/compensation]."
2. "Write a compassionate and professional job rejection letter for candidates who were not selected."
3. "What negotiation scripts are effective for discussing salary and benefits with candidates?"
4. "How should I handle a counter-offer situation when a top candidate has a competing offer?"
5. "Write a job acceptance letter template that candidates can use to formally accept the offer."

Candidate experience

1. "How can we improve the candidate experience throughout our recruiting process?"
2. "What strategies help maintain candidate engagement during a lengthy hiring process?"
3. "How should we communicate with candidates at each stage of the interview process?"
4. "What are best practices for conducting candidate experience surveys after hiring?"

Tips

• Tailor job descriptions to the specific needs and goals of your company, including culture, team dynamics, and long-term goals.
• Use inclusive language throughout recruiting materials and consider adding information about diversity initiatives.
• Standardize interview scoring rubrics to reduce bias and improve hiring quality.
• Track recruiting metrics (time-to-fill, source of hire, offer acceptance rate) to continuously improve.
• Automate repetitive tasks (screening, scheduling, communications) to let recruiters focus on candidate relationships.
• In Vietnam, salary structures typically comprise base salary, allowances, and bonuses — candidates expect a transparent breakdown of each component during the offer stage
• Reference checking in Vietnam is often limited to formal employer references — supplement with informal network checks and always verify through at least two direct managers