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AI Prompts for Recruitment Marketing and Employer Brand

Recruitment marketing is what a candidate finds when they look you up: the careers page, the reviews, what employees post, what the JD implies. An employer brand that promises more than the workplace delivers costs you the hires who would have stayed. The useful version is evidence-based — what employees actually say, what the company actually offers — and specific to role families, because engineers and warehouse staff are not asking the same questions.

These prompts build the EVP from evidence, write the careers content, and plan the channels. The careers-page work from the reconciliation lives here.

Before you use these

Have these ready to replace the highlighted [variables]:

The prompts

1. Articulate an evidence-based employee value proposition

Best forAn EVP built from what employees say and what the company can prove, not aspirations.
Inputs needed
  • Employee feedback themes
  • Company offer by role family
  • Decline and exit reasons
How to use itGive the evidence. The model drafts EVP pillars each backed by proof, and flags the claims the evidence contradicts.
Expected outputEVP pillars with evidence, role-family variations, the honest 'what it is not' statement, proof points to collect, and the claims to retire.
Act as an employer-brand strategist building an evidence-based EVP for [company].

Employee evidence: [survey themes, exit and stay reasons, review themes, quotes]
What we offer, by role family: [compensation practice, growth paths, flexibility, development, mission, team]
Candidate evidence: [why offers are accepted or declined; what candidates ask]

1. Pillars (3–5): each stated as a candidate would experience it, with the evidence that supports it (survey score, quote, policy, data) and a confidence rating.
2. Role-family variations: which pillars matter most to which families, and where the evidence differs by family (be honest where a pillar does not hold for a group).
3. 'What it is not': the honest statement of trade-offs — pace, structure, what we do not offer — because it improves fit and reduces regretted hires.
4. Claims to retire: current employer-brand statements the evidence contradicts.
5. Proof points to collect: stories, data and quotes that would strengthen weak pillars, and who to ask.
6. One-paragraph EVP for the careers page and a one-line version for JDs.

Do not write aspirations as facts. Every pillar must be defensible to a current employee.

2. Write careers page and role-family content

Best forCareers content that answers what candidates are actually asking, by role family.
Inputs needed
  • EVP
  • Role family details
  • Candidate questions
How to use itPick a role family. The model writes the page section: what the work is like, the team, growth, how hiring works, and real voices — with placeholders for the proof you need to collect.
Expected outputRole-family page with sections and copy, the employee-voice slots and the questions to ask employees to fill them, the FAQ, and the claims to verify.
You are writing the [role family] section of the careers site for [company].

EVP: [pillars and evidence]
Role family reality: [what the work is like, team structure, tools, rhythm, growth examples, compensation practice, working model]
Candidate questions: [what they ask in process; why they decline]

Write:
1. Opening (80 words): what this work is at our company and who does well here — specific, no superlatives.
2. The work: a week in the role, the team and who you work with, the tools and standards — described, not sold.
3. Growth: real paths with examples (anonymized if needed), how promotion works, learning support.
4. How we hire: stages, timeline, what we assess and how, what we offer candidates (feedback, transparency).
5. Voices: three slots for employee quotes with the interview questions to collect them honestly.
6. FAQ: the eight questions candidates actually ask, answered plainly (including compensation practice and working model).
7. Claims to verify before publishing.

Plain language. The page should make the wrong candidate self-select out as reliably as it attracts the right one.

3. Plan recruitment marketing channels

Best forChannel choices based on where each role family's candidates look, with a budget and measures.
Inputs needed
  • Role families and hiring volume
  • Channel performance history
  • Budget
How to use itGive the hiring plan and what you know about source of hire. The model allocates channels and content by family, sets measures, and identifies what to stop.
Expected outputChannel plan by role family with content, cadence, budget, owner and measures; the experiments to run; what to stop.
Act as a recruitment marketing lead planning channels for [company] for [period].

Hiring plan: [roles by family and volume, locations, timing]
Channel history: [source of hire, cost per hire, applicant quality by channel, careers page traffic and conversion]
Budget and team: [amount, people, content capacity]

1. For each role family: where candidates look and decide (job boards, communities, referrals, employee content, events, review sites, search), with the evidence from history or a stated assumption.
2. Channel plan: channel, content or campaign, cadence, budget, owner, and the measure (applicants, quality at screen, hires, cost per hire).
3. Employee advocacy: which employees, what content, what support — with consent and voluntariness stated.
4. Review sites: monitoring and response approach; what feedback should change internally rather than be answered publicly.
5. Experiments: two per quarter, with the metric and the sample needed.
6. Stop list: channels with poor quality or cost, and the reallocation.

Allocate by evidence, not by habit. Where history is missing, run the smallest test that would produce it.

Related prompts

Logical next step

After this, most HR teams move on to Job Descriptions That Attract.

Get the free HR & Recruiting AI Starter Kit → Nine of these prompts as an intake → assess → offer hiring workflow with an intake worksheet, delivered by email. See what's inside

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