If we want to attract better talent, we need to write like humans.
There’s a huge gap between how exciting a job actually is… and how it sounds in a LinkedIn post. And that gap is usually filled with rushed copy, last-minute requests, or “borrowed” lines from older ads. Not because we don’t care, but because we’re all stretched thin, and writing content that truly speaks to candidates takes time and headspace most recruiters and talent partners just don’t have.
The problem isn’t a lack of information. It’s a lack of message. Candidates don’t engage with job titles. They engage with stories. The more we write like humans (clearly, honestly, and with relevance!) the more attention we earn from the people we’re trying to hire.
Where Prompting Helps Most
I use prompting to create rhythm and structure in content planning. Not just to write a single post, but to build a story across multiple weeks, where each idea connects back to what candidates actually care about.
What’s keeping them stuck? What are they dreaming about? What’s frustrating them in the job market right now? And how does our message/culture/team/role, speak to those things?
The right prompt helps you think like a strategist, not just a content creator.
Content That Builds Trust
Trust is built through value. And value comes from understanding what people are dealing with, what they want next, and what’s holding them back.
That’s why I focus on three content types in every strategy:
- Growth (value-led tips that meet people where they are)
- Knowledge (education and context that builds relationship)
- Authority (credibility through proof, story, and results)
This framework helps me write posts that aren’t just seen, they’re saved, shared, and remembered.
A Prompt I Personally Use
Below is a go-to prompt I use when I need to build a complete LinkedIn content plan that speaks directly to candidates. I’ve used it to help companies build brand consistency, plan their EVP content strategy, and even generate ideas for sourcing-led outreach.
It keeps me focused on the right questions: What does our audience want? What are they stuck on? And how do we show up in a way that’s actually useful, not just promotional?
It asks you to map out what candidates are feeling (their desires, dreams, fears, and frustrations) and then build a content plan that answers those exact things.
It’s especially powerful for building trust with niche or hard-to-reach talent segments. And because it breaks content into Growth, Knowledge, and Authority categories, you can maintain variety while still hitting your message week after week.
This ProPrompt helps talent professionals create a 1-month LinkedIn content plan that speaks directly to potential candidates.
By balancing Growth, Knowledge, and Authority content – and tying each idea to candidate pain points and goals – the result is a full content strategy that attracts, engages, and builds trust.
CONTEXT:
You are tasked with developing a 1-month LinkedIn content plan to attract and engage potential candidates. The content should balance Growth, Knowledge, and Authority posts to build your employer brand and appeal to your target talent audience.
ROLE:
As an expert in talent attraction and employer branding, your role is to create a content plan that resonates with potential candidates, addressing their desires, dreams, fears, and frustrations. The goal is to showcase your company as an employer of choice, highlight opportunities, and encourage candidates to consider joining your organization.
INFORMATION REQUIRED:
- Enter Context: {Provide any additional context relevant to your talent attraction efforts}
- Enter What You Offer: {Describe the job opportunities, company culture, or employer brand you are promoting}
- Enter Target Audience: {Describe your target candidate audience}
CONTENT TYPES EXPLAINED:
- Growth Content: Attracts new potential candidates by providing quick value. It solves common job-seeking problems and provides tips or hacks related to career development or your industry.
- Knowledge Content: Educates candidates on specialized information, building relationships and trust. It covers topics relevant to the candidates’ career interests and professional growth.
- Authority Content: Demonstrates your company’s expertise and success in the industry. Uses social proof like employee testimonials, success stories, company achievements, or statistics to build credibility.
TASK:
Research Your Target Candidates:
- Output a table with your target candidates’ top 10 career desires related to your industry, top 10 professional dreams they want to achieve, their top 10 fears holding them back, and their top 10 frustrations with the current job market or industry status quo.
- Provide all of these in a shared table.
Develop a 1-Month LinkedIn Content Plan: Using the insights from step 1, create a content plan with 10 posts per week, broken down as follows:
- 3x Growth Content Ideas: Addressing common frustrations.
- 4x Knowledge Content Ideas: Addressing desires and dreams.
- 3x Authority Content Ideas: Addressing fears and providing social proof.
- Ensure the content ideas directly address the target candidates’ pain points and aspirations, showing how your company or opportunities are the solution.
- The content ideas should bridge the candidates’ desires, dreams, fears, and frustrations with what you offer.
Format the Content Plan:
- For each week, provide a brief title and description for each post so you understand what it is about.
- Format it as a table with columns for Week 1, Week 2, Week 3, Week 4, and rows for each day.
RESPONSE GUIDELINES:
- Be specific and relevant to the target candidate audience.
- Ensure the content ideas are engaging and provide value to potential candidates.
- Use clear and professional language suitable for LinkedIn.
- Avoid any disallowed content and ensure compliance with policies.
Note: To use this prompt, make sure to fill in the details inside { } brackets with your real context and role. This works best when you’re clear on who you’re speaking to and what you want them to feel, learn, or do as a result of your content.
Special Thanks To ProPrompt
This prompt is courtesy of Marrin-Boyd Andrews, Global Talent Sourcing Manager at Fonterra and Founder of ProPrompt.
The future of recruitment isn’t just about having one good prompt. It’s about building Prompt Stacks – complete, role-ready sets of prompts that cover every part of your workflow. From search to shortlist. From pitch to placement. When recruiters have access to prompt stacks tailored to how they work, that’s when the real shift happens. That’s how we scale quality without sacrificing time.
You’ll find more on www.ProPrompt.store
