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Manage job applicants

This is real work, not a feature someone invented — it comes from real job ads and real questions people asked. Below are four ready AI prompts: get it done, make it easy for the next person to say yes to, work out the right move when you are stuck, and stop it coming back.

4prompts
See the prompt↓All LinkedIn tasks

The same task, four prompts

today's deadline · the next reviewer · the stuck moment · the pattern
AExecute — do the immediate taskI need to clear the backlog of applicants for the product manager role by Friday. Review the…+
I need to clear the backlog of applicants for the product manager role by Friday. Review the applications in the Applicants tab, confirm which candidates meet the basic must-haves — three years of product experience, B2B SaaS background, and experience running discovery — and move the top five to the interview pipeline. Before moving anyone, flag any resume gaps or unclear titles and add a one-line reason for selection to the candidate note.
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?
BImprove — make it easier to acceptBefore I message candidates from the applicant pool, make short signals for approval easy to…+
Before I message candidates from the applicant pool, make short signals for approval easy to scan: surface the three must-have criteria at the top of each applicant card, highlight gaps or ambiguous dates in red, and add a suggested subject line and two-sentence outreach tailored to someone with B2B SaaS product experience.
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?
CDecide — diagnose the stuck momentI just finished a quick screen of twenty applicants for the product manager role and only three…+
I screened twenty applicants and only three fit the must-haves.
I just finished a quick screen of twenty applicants for the product manager role and only three clearly meet the must-haves; the hiring manager expects five interviews next week and won’t accept lower-quality candidates. I’m worried about filling the slate without lowering standards and I can’t tell if more resumes will arrive or if I should widen the criteria. What’s the most defensible next step to hit the hiring manager’s expectation while protecting quality?
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?
DBecome — change the patternAcross the last four roles, I lose time re-reading resumes and the hiring manager rejects half…+
We keep missing interview slates because screens take too long.
Across the last four roles, I lose time re-reading resumes and the hiring manager rejects half of my shortlist at the final screen. I suspect my initial screens are too conservative and I’m not capturing transferable signals from nonstandard titles. What screening habit should I change so I deliver consistent five-candidate slates that survive the hiring manager’s review?
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?

Questions people actually ask

honest answers, no sign-up

Every task here was seen in the real world. Someone doing the job named it, a real job ad asked for it, or a lot of people asked about it online.

If nothing real showed a task, it is not on the page. That is the whole rule.

They are the same job approached four ways, because what you need depends on where you are.

Get it done today. Make it easy for the next person to say yes to. Work out the right move when you are stuck. Learn the pattern so the job stops coming back.

For most of these jobs it can carry the heavy thinking - draft it, sort it, check it, rehearse it with you.

It cannot sit in your chair, take the blame when a number is wrong, or notice what nobody wrote down. Let it do the first 80%. Keep the last 20% that is truly yours.

No. Copy any prompt and paste it into the AI you already use. No account, no score, no wall in the way.

Any of them. The prompts describe the work rather than naming a product, so they are not tied to one assistant.

That is also why they keep working when you switch.

Change it freely. Every prompt is a starting line, not a rule.

Put in your real numbers, your real names and your real deadline. The more you make it yours, the better the answer comes back.

The tasks come from real job ads, published job data and the questions people ask in public forums.

The steps come from LinkedIn's own documentation, with practitioner sources for the traps the manual does not mention.

Push once. Ask it to sharpen the weakest part and to say what it assumed.

Most wrong answers come from a missing detail rather than a bad prompt - tell it the thing it could not know.