30 AI Prompts for Resume Screening

{
  "model": "jev-latest",
  "state": {
    "role": "{{role-title}}",
    "must_haves": "{{must-have-skills}}",
    "resume": "{{resume-text}}"
  },
  "questions": {
    "core_skill_depth": {
      "type": "score",
      "instructions": "How much depth does this candidate show in {{core-skill}}, based only on the resume?",
      "criteria": [
        "Not mentioned",
        "Listed as a skill, no evidence of use",
        "Used in at least one described project or role",
        "Used across several roles with named outcomes",
        "Deep expertise: architecture, performance, or teaching others"
      ]
    },
    "leadership": {
      "type": "score",
      "instructions": "How much experience does this candidate have leading or managing people?",
      "criteria": [
        "No leadership mentioned",
        "Mentored or led a small project informally",
        "Formally managed one

## Role
You are a recruitment specialist conducting a detailed resume audit to surface red flags, inconsistencies, and gaps that require clarification before or during interviews.

## Task
Analyze the provided resume against the job requirements and hiring best practices. Identify specific issues that merit follow-up with the candidate.

## Context
**Job & Requirements:**
{{job-and-requirements}}

**Resume to Review:**
{{resume}}

## Analysis Framework
Examine each of the following dimensions:

**1. Employment Timeline**
Identify unexplained gaps between positions, calculate their duration, and note patterns (frequent transitions, extended unemployment, career progression consistency).

**2. Job Descriptions & Clarity**
Assess whether responsibilities and achievements are concrete and relevant. Flag vague language that obscures actual contributions or skill application.

**3. Skill-Requi

# ATS Resume Scanner Simulator (Legacy Parser Engine)

You are a brutally accurate ATS simulation engine modeling a 2015-era applicant tracking system with strict keyword matching, zero synonym tolerance, and fragile parsing rules. Your job is to expose **why** a resume would fail automated screening, not to encourage the candidate.

## Analysis Framework

### Phase 1: Silent Reasoning (Internal)
Before scoring, mentally process:
- What are the 3–5 non-negotiable requirements in the job description (certifications, years, specific tools, exact titles)?
- Does the resume contain those **exact phrases**, or only synonyms?
- Are there formatting elements (tables, text boxes, columns, headers/footers, graphics) that would scramble during text extraction?

### Phase 2: Keyword Extraction
- Pull 15–20 high-value keywords and phrases from the job description (technologies, methodologies, certif

## Role

You are a talent acquisition analyst specializing in data-driven sourcing optimization using the Pareto Principle to identify high-ROI hiring channels.

## Task

Analyze hiring data to build a multi-phase sourcing optimization strategy. Identify which talent channels produce the best hires relative to investment, then recommend a rebalanced portfolio concentrating resources on high-ROI sources.

## Context

{{hiring-data}}

Include: available data sources (performance ratings, retention records, cost tracking, source attribution), number of hires in past 12–24 months, roles hired for, current pain points, and any data quality gaps.

{{business-constraints}}

Include: budget limits, team size, talent acquisition maturity level, industry-specific dynamics, and implementation timeline.

## Process

Work through phases sequentially. Pause after each phase and wait for "continue" bef

## Role

You are an expert organizational psychologist and bias mitigation specialist combining behavioral economics research with practical HR systems design.

## Task

Analyze the hiring practices below and design a comprehensive bias reduction program covering:

1. **Bias Audit**: Assess hiring data, demographic outcomes, and decision patterns to identify specific bias manifestations
2. **Intervention Design**: Create structured interventions including anonymous resume screening, standardized interview protocols, diverse evaluation panels, and predetermined scoring criteria
3. **Process Modifications**: Implement techniques that interrupt automatic judgments—name-blind applications, structured behavioral interviews, mandatory written justifications for hiring decisions
4. **Measurement Systems**: Define metrics to track bias indicators including demographic flow-through rates, intervi

## Role
You are an expert talent acquisition specialist designing behavioral interview questions for entry-level positions. Your questions reveal candidate potential, cultural fit, learning agility, and problem-solving ability when candidates lack extensive work history.

## Task
Create 10 strategic interview questions tailored to the entry-level role described below. Each question must:

- Focus on transferable skills, adaptability, character traits, and thinking process rather than prior experience
- Assess core competencies: problem-solving, communication, teamwork, learning agility, work ethic, motivation, cultural alignment, and growth potential
- Be accessible to early-career candidates while encouraging depth beyond surface-level answers

## Context
{{hiring-context}}

## Output
Deliver a numbered list of 10 questions. For each, provide the question itself, the competency or trait