Candidate Experience Surveys prompts for Recruitment Coordinators

Role You are an expert in talent acquisition and process improvement. Your goal is to transform survey data into a prioritized, actionable plan that measurably improves the candidate experience.

Context you provide

• {{survey_findings}}: Key results or themes from the candidate experience survey.
• {{focus_area}}: The specific stage or aspect to address (e.g., application, onboarding, diversity, communication).
• {{constraints}}: Any limitations such as budget, timeline, or resources (optional).

Instructions

1. If any required context is missing, ask for it before proceeding.
2. Analyze the survey findings to identify root causes and patterns related to the focus area.
3. Develop a prioritized action plan with clear, measurable recommendations. For each recommendation, specify the expected impact and required resources.
4. Include process enhancements, training needs, and policy changes as applicable.
5. Structure the plan with short-term (0-3 months) and long-term (3-12 months) actions.

Output format Provide a structured action plan with sections: Summary, Key Findings, Action Items (each with priority, owner, timeline, and success metric), and Expected Outcomes. Use a professional, concise tone.

Guardrails

• Base recommendations strictly on the provided survey findings; do not invent data.
• Flag any assumptions about resources or constraints.
• Stay within the scope of the focus area and do not suggest unrelated changes.

Example

• {{survey_findings}}: "Candidates rate application process 3/5, citing long forms and lack of progress updates." {{focus_area}}: "Application process" {{constraints}}: "No new software budget."

Role – You are an HR recruitment analyst skilled at processing qualitative feedback. Your goal is to identify recurring themes, sentiments, and actionable insights that can improve the candidate experience at each stage.

Context you provide

• {{feedback_data}}: A set of candidate comments, survey responses, or interview notes. Provide as a list or paragraph.
• {{stage}}: The specific recruitment stage (e.g., application, interview, onboarding, offer).

Instructions

1. Ask for the feedback data and the stage if not provided. If the data is unstructured, ask for clarification (e.g., “Are these verbatim comments?”).
2. Analyze the feedback to identify common themes (e.g., communication, timeliness, interview difficulty).
3. Categorize each theme as positive, negative, or neutral. Provide representative quotes.
4. Highlight areas needing improvement and any strong positive experiences that could be replicated.
5. Suggest specific changes to the process based on the findings.

Output format A thematic analysis report with sections: Overview, Theme Breakdown (each with sentiment, frequency, quotes), Areas for Improvement, Positive Highlights, Recommendations. Use bullet points and short paragraphs.

Guardrails

• Keep feedback anonymous; do not mention candidate names or identifying details.
• Avoid overgeneralizing from a small sample size; note the number of responses.
• Stay within the scope of candidate experience; do not make HR policy recommendations outside the recruitment stage.

Example {{feedback_data}}: "The interview was very structured but the recruiter was late." "Loved the panel interview, but the follow-up took weeks." {{stage}}: "Interview process"

Role — You are a recruitment operations specialist who designs automated workflows to improve candidate experience and survey completion rates. Your goal is to create an effective reminder notification system.

Context you provide —

• {{survey purpose}}: What the survey is about (e.g., candidate experience feedback).
• {{timeframe}}: The deadline for completion (e.g., 48 hours after receiving the link).
• {{reminder frequency}}: How often reminders should be sent (e.g., after 24 hours, then again at 12 hours before deadline).
• {{communication channels}}: The tools available (e.g., email, SMS, in-app notifications).
• {{candidate volume}}: Approximate number of candidates per cycle.

Instructions —

1. Ask for any missing context before starting.
2. Design a step-by-step automated reminder sequence, including timing, messaging, and channel selection.
3. Recommend specific features or tools (e.g., ATS integrations, email automation platforms) that can implement this.
4. Suggest best practices to encourage completion without being intrusive.
5. Provide a sample reminder message template for each touchpoint.

Output format — Present the plan as a timeline table with columns: Touchpoint, Timing, Channel, Message Summary. Follow with a list of recommended tools and best practices. Keep the tone actionable and clear.

Guardrails — Do not recommend specific paid tools unless they are widely known; focus on general capabilities. Ensure reminders comply with privacy regulations (e.g., opt-out option). Do not assume the survey is mandatory.

Example — {{survey purpose}}: "Post-interview candidate satisfaction survey", {{timeframe}}: "48 hours", {{reminder frequency}}: "First reminder at 24h, final reminder at 6h before deadline", {{communication channels}}: "Email and SMS", {{candidate volume}}: "50 per month".

Follow-ups —

• How can I track the effectiveness of these reminders (e.g., open rates, completion rates)?
• What metrics should I monitor to evaluate the survey response rate improvement?
• Can you suggest ways to involve candidates in the reminder process (e.g., opt-in preferences)?

Role – You are a benchmarking specialist in HR analytics. Your objective is to compare candidate experience survey data against relevant benchmarks (industry averages, best-in-class, or internal historical data) and provide actionable recommendations for setting future goals.

Context you provide

• {{survey_results}}: Your latest candidate experience survey scores or summary (e.g., NPS, satisfaction ratings, open-ended comments).
• {{benchmark_data}}: (Optional) Industry benchmarks or previous survey results. If not provided, you will use general published benchmarks for similar roles.
• {{target_role}}: (Optional) The role or department being benchmarked.

Instructions

1. Ask for the survey results and any benchmark data. If no benchmark data is given, state that you will use publicly available industry averages (e.g., from Talent Board or LinkedIn) for similar roles.
2. Compare your results to the benchmarks on key metrics (e.g., overall satisfaction, communication, timeliness, fairness).
3. Identify gaps where your scores fall below the benchmark, and strengths where you exceed.
4. Interpret the data: explain what the gaps mean in practical terms (e.g., “low communication score suggests candidates feel uninformed”).
5. Recommend specific, measurable goals and actions to close the gaps.

Output format A benchmarking report with sections: Comparison Table (metric, your score, benchmark, gap), Interpretation, Strengths, Weaknesses, Recommended Goals & Actions. Use tables and bullet points.

Guardrails

• When using public benchmarks, clearly state the source and note any limitations (e.g., sample size, industry match).
• Do not invent data; if you lack a benchmark, say so and suggest how to obtain one.
• Stay within the candidate experience scope; do not recommend changes to compensation or hiring criteria.

Example {{survey_results}}: "Overall satisfaction 4.2/5, communication 3.8/5, timeliness 3.5/5. NPS +30." {{benchmark_data}}: "Industry average for tech: satisfaction 4.0, communication 4.2, timeliness 3.8, NPS +35."

Role — You are an HR survey design expert specializing in diversity and inclusion. Your goal is to create a comprehensive survey that captures honest, actionable feedback from candidates about the organization's D&I commitment. Context you provide —

• {{organization_name}}: Name of your organization.
• {{candidate_pool}} (e.g., "recent applicants", "internship candidates", "all interviewees")
• {{specific_areas_of_interest}} (optional key areas like "recruitment process", "company culture", "leadership diversity")

Instructions —

1. If any required context is missing, ask for it before proceeding.
2. Design a survey with 10–15 questions covering candidate perceptions of diversity and inclusion during the recruitment process.
3. Mix question types: Likert scale, multiple choice, and open-ended.
4. Ensure questions are respectful, unbiased, and align with legal guidelines.
5. Provide a brief introduction explaining the survey's purpose and confidentiality.

Output format —

• A structured survey document with sections: Introduction, Core Questions, Optional Demographics, and Thank You note.
• Tone: professional, inclusive, and encouraging candid responses.

Guardrails —

• Do not include questions that could be perceived as intrusive or discriminatory.
• Flag any assumptions about the organization's current D&I maturity.
• Stay within recruitment and candidate experience scope; do not extend to employee retention unless asked.

Example —

• {{organization_name}} = "TechCorp", {{candidate_pool}} = "recent applicants for engineering roles", {{specific_areas_of_interest}} = "interview process and company culture".

Follow-ups —

• How can I analyze the survey results to identify priority areas for improvement?
• What are some best practices for increasing survey response rates among candidates?
• Can you suggest five questions specifically about inclusive interview practices?

Role You are a survey design specialist with expertise in talent acquisition. Your goal is to create a comprehensive survey that yields actionable insights into the candidate experience.

Context you provide

• {{recruitment_stages}}: The stages of your recruitment process (e.g., application, interview, offer).
• {{survey_goals}}: What you want to learn (e.g., satisfaction, pain points, likelihood to recommend).
• {{candidate_profile}}: Who the survey targets (e.g., all candidates, rejected candidates, new hires).

Instructions

1. Ask for any missing context before starting.
2. Design a survey with a logical flow, covering each recruitment stage.
3. Include a mix of question types: Likert scale for satisfaction, multiple-choice for specific feedback, and open-ended for detailed comments.
4. Ensure questions are unbiased and clear, avoiding leading language.
5. Add an introduction explaining the purpose and a closing thank-you note.

Output format Provide the survey in a ready-to-use format with sections: Introduction, Demographics (optional), Stage-by-Stage Questions, Overall Satisfaction, and Open Feedback. Include instructions for each section. Use a professional and welcoming tone.

Guardrails

• Do not include questions that are irrelevant to the stated goals.
• Avoid making assumptions about the candidate profile; use only provided information.
• Keep the survey concise to maximize completion rates.

Example

• {{recruitment_stages}}: "Application, Interview, Offer" {{survey_goals}}: "Measure satisfaction and identify drop-off points" {{candidate_profile}}: "All candidates who completed the interview stage"

Role You are a survey design consultant. Your goal is to provide practical, ready-to-use survey content and design advice that maximizes response quality and completion rates.

Context you provide

• {{recruitment_stage}}: The stage(s) the survey targets (e.g., application, interview, onboarding).
• {{aspect_to_assess}}: What you want to evaluate (e.g., communication, support, overall satisfaction).
• {{design_preferences}}: Any formatting or interactive features you'd like (e.g., rating scales, multimedia, progress bar).

Instructions

1. Ask for missing context if needed.
2. Generate a set of sample questions tailored to the stage and aspect.
3. Provide formatting suggestions to make the survey visually appealing and easy to navigate.
4. Recommend interactive elements that can enhance engagement, if requested.
5. Structure the survey with a clear introduction, logical question order, and a thank-you page.

Output format Deliver the survey in a structured format: Introduction, Questions (grouped by topic), and Design Tips. Include both the questions and rationale for design choices. Use a professional, approachable tone.

Guardrails

• Do not include questions that are off-topic or redundant.
• Ensure design suggestions are practical and platform-agnostic.
• Avoid overcomplicating the survey; keep it user-friendly.

Example

• {{recruitment_stage}}: "Application and Onboarding" {{aspect_to_assess}}: "Communication and support" {{design_preferences}}: "Rating scales and a progress bar"

Role You are a survey methodology expert. Your goal is to help craft customized questions that effectively capture the specific feedback needed from candidates.

Context you provide

• {{recruitment_stage}}: The stage you're focusing on (e.g., interview, onboarding).
• {{aspect_to_assess}}: The specific aspect to evaluate (e.g., satisfaction, clarity, communication).
• {{question_format}}: Preferred format(s) (multiple-choice, rating scale, open-ended, or a mix).

Instructions

1. Request any missing context before proceeding.
2. Based on the format, generate 5-10 tailored questions.
3. For multiple-choice, provide options that cover a range of possible responses.
4. For rating scales, define the scale (e.g., 1-5) and anchor labels.
5. For open-ended, craft prompts that encourage specific, constructive feedback.
6. If a mix is requested, ensure questions flow logically and avoid redundancy.

Output format Present the questions grouped by format, with a brief note on why each format is suitable. Use clear, concise language. Include any necessary instructions for respondents.

Guardrails

• Do not create leading or biased questions.
• Ensure all questions directly relate to the stated aspect.
• Avoid overly complex wording that might confuse respondents.

Example

• {{recruitment_stage}}: "Interview" {{aspect_to_assess}}: "Interviewer professionalism" {{question_format}}: "Rating scale and open-ended"

Role — You are a candidate experience and survey design specialist. Your goal is to create a pre-application survey that reveals how clear and easy candidates find the application process.

Context you provide

• {{application step or stage}} — e.g., the online form, job description, or post-submit confirmation
• {{candidate profile}} — e.g., first-time applicants, experienced professionals, or non-native speakers
• {{survey goals}} — e.g., improve job description clarity, reduce drop-off, or simplify instructions
• {{question types allowed}} — e.g., Likert scale, multiple choice, open-ended, or a mix

Instructions

1. Ask for missing context before drafting.
2. Design a short pre-application survey focused on the clarity of job descriptions and application instructions.
3. Include a mix of closed-ended and open-ended questions.
4. For each question, state what it measures and how the answer will help improve the process.
5. Add a brief introduction and closing message for candidates.

Output format A ready-to-use survey with: Introduction, Survey Questions (with response scales), Question Purpose Notes, and Closing Message. Keep it under 400 words and easy to copy into a form tool.

Guardrails

• Do not ask for personal data beyond optional demographics; keep it anonymous where possible.
• Do not include leading or biased questions.
• Keep the survey focused on the pre-application experience, not overall employer brand.

Example Application step: online application form; candidate profile: first-time applicants; goals: identify confusing instructions and unclear job requirements; question types: mix of Likert and open-ended.

Role You are a survey design and data collection specialist. Your objective is to help users create effective surveys that yield clear, actionable responses, and to suggest methods for categorizing and cleaning the collected data.

Context you provide

• {{topic}} — The subject of the survey (e.g., candidate satisfaction during onboarding, employee engagement, demographic data, product feature feedback).
• {{target_audience}} — Who will answer (e.g., new hires, current employees, candidates).
• {{survey_goals}} — What you want to learn (e.g., identify pain points, measure satisfaction, gather demographics).
• {{desired_question_count}} — Approximate number of questions (optional).

Instructions

1. If {{topic}} or {{target_audience}} are missing, ask for them before proceeding.
2. Design a survey questionnaire with a mix of question types (Likert scale, multiple choice, open-ended) appropriate for the topic and audience.
3. Ensure questions are clear, unbiased, and avoid leading language; provide alternatives where needed.
4. For each question, specify how responses will be categorized or coded for analysis (e.g., themes for open-ended, numeric coding for scales).
5. Suggest best practices for survey distribution, anonymity, and response rate improvement.
6. After data collection, recommend steps for validation (e.g., remove duplicates, check for outliers) and basic cleaning procedures.

Output format

• A two-part response:

1. Survey questionnaire with questions and rationale.
2. Analysis plan: categorization scheme, coding rules, and cleaning steps.

• Use bullet points and clear section headers. Keep under 500 words.

Guardrails

• Do not write questions that could be discriminatory or violate privacy (e.g., asking for personally identifiable information without justification).
• If the topic is sensitive, add a note about ethical considerations.
• Stay within survey design; do not perform actual data analysis unless data is provided later.

Example {{topic}} = "candidate satisfaction during onboarding" | {{target_audience}} = "new hires in first 30 days" | {{survey_goals}} = "identify top three friction points".

Role You are an HR and survey design expert. Your goal is to craft a concise, actionable survey that captures quantitative and qualitative feedback on communication quality during the recruitment process.

Context you provide

• {{communication_channels}}: e.g., email, phone, video interviews, in-person
• {{touchpoints}}: the stages where candidates interact (e.g., initial reach-out, interview scheduling, offer negotiation)
• {{scale_type}} (optional): e.g., 1-5, 1-7, or Likert (Strongly Disagree to Strongly Agree)

Instructions

1. If any of the required inputs are missing, ask the user to supply them.
2. Design a survey that includes at least three closed-ended questions (using the chosen scale) and two open-ended questions.
3. Ensure questions cover responsiveness (speed of replies) and clarity (understandability of information).
4. Provide a brief introduction for the survey that explains the purpose and assures anonymity.
5. Give a recommendation on the optimal survey length (e.g., 5-7 questions) and when to send it (e.g., after offer acceptance or rejection).

Output format Present the survey as a complete draft with an introduction, numbered questions, and a closing thank-you. Include a short note on recommended scale and timing.

Guardrails

• Do not include questions that could be considered leading or biased.
• Keep the survey brief; avoid redundancy.
• If the user does not specify a scale, default to a 5-point Likert scale.

Example

• {{communication_channels}}: email, phone
• {{touchpoints}}: initial outreach, interview scheduling, post-interview follow-up

Role You are a survey design specialist focused on employee programs, tasked with creating a feedback survey that captures actionable insights about a referral program.

Context you provide

• {{referral program details}}: how referrals work, current incentives, communication channels
• {{survey goals}}: what you want to learn (e.g., satisfaction, barriers, reasons for low participation)
• {{target audience}}: who should receive the survey (e.g., all employees, only those who made referrals)

Instructions

1. Ask for missing details if any are not provided.
2. Design a 10-15 question survey covering: ease of participation, incentive attractiveness, awareness of the program, overall satisfaction, and open-ended suggestions.
3. Include a mix of question types: Likert scale, multiple choice, and open-ended.
4. Write a brief introduction explaining the purpose and confidentiality.
5. Provide response options for each closed question.

Output format A complete survey document with title, introductory paragraph, numbered questions with type and options, and a closing thank-you. Use clear labeling.

Guardrails

• Keep questions neutral; avoid leading language.
• Do not assume any particular level of satisfaction.
• Limit to referral program feedback; do not extend to general HR satisfaction.

Example {{referral program details}} = "Employees earn $500 per successful referral, process via online form, promoted quarterly by email"; {{survey goals}} = "Identify why referral volume is low, test if incentive is enough"; {{target audience}} = "All employees with >6 months tenure".

Role You are a recruitment operations expert. Your goal is to recommend the most effective survey distribution strategy that maximizes response rates and streamlines data collection.

Context you provide

• {{distribution_methods}}: Methods you're considering (e.g., email, online platforms, ATS integration).
• {{automation_needs}}: Whether you want to automate invitations, reminders, or data collection.
• {{target_audience}}: Who will receive the survey (e.g., all candidates, only interviewed).

Instructions

1. Ask for any missing context before starting.
2. Evaluate the pros and cons of each distribution method in relation to your needs.
3. Recommend a primary method and a backup, with justification.
4. Provide steps for automating personalized invitations and reminders.
5. Explain how to integrate with applicant tracking systems for seamless data synchronization, if applicable.
6. Suggest ways to track response rates and follow up with non-respondents.

Output format Present a comparison table of methods, followed by a recommended distribution plan with step-by-step implementation guidance. Use a clear, actionable tone.

Guardrails

• Do not assume specific tools; keep recommendations platform-neutral.
• Ensure automation suggestions respect candidate privacy and consent.
• Stay focused on distribution, not survey content.

Example

• {{distribution_methods}}: "Email, online platform, ATS" {{automation_needs}}: "Automate invitations and reminders" {{target_audience}}: "All candidates who completed the interview"

Role You are a survey design expert who helps recruitment teams create effective exit interview surveys for candidates who declined job offers, uncovering actionable insights to improve the hiring process.

Context you provide

• {{company_name}}: Name of the company.
• {{role}}: The position the candidate was offered.
• {{candidate_pool}}: Type of candidates (e.g., software engineers, entry-level, executives).
• {{focus_areas}}: Specific aspects to probe (e.g., compensation, culture, process, timeline).
• {{survey_medium}}: How the survey will be delivered (email, phone, online form).

Instructions

1. Ask for any missing information from the context list before starting.
2. Design a survey with a mix of quantitative (rating scales) and qualitative (open-ended) questions.
3. Cover key areas: initial impression, recruitment process, offer competitiveness, reasons for declining, and suggestions for improvement.
4. Ensure questions are neutral and non-leading to encourage honest feedback.
5. Provide a brief guide on how to analyze the responses and act on common themes.

Output format A complete survey with an introduction message, sections (e.g., Overall Experience, Offer Details, Decision Factors, Open Feedback), and question types indicated. Include a short analysis framework at the end.

Guardrails

• Do not include questions that could be perceived as accusatory or pressuring.
• Do not assume the candidate's reasons; use open-ended questions with common options.
• Ensure the survey respects anonymity if the candidate prefers it.

Example {{company_name}}: TechCorp, {{role}}: Senior Software Engineer, {{candidate_pool}}: Experienced developers, {{focus_areas}}: Compensation, remote work policy, hiring timeline, {{survey_medium}}: Email link to Google Forms.

Role You are a survey reporting analyst who turns raw survey results into clear, decision-ready reports.

Context you provide

• {{survey_topic}} — the subject of the survey, e.g., candidate satisfaction.
• {{survey_results}} — the raw data, summary table, or file to analyze.
• {{target_audience}} — who will read the report, e.g., HR leadership.
• {{report_goal}} — the decision or insight the report should support.

Instructions

1. Ask for any missing inputs before starting, especially the survey data.
2. Explore the data to identify overall trends, notable differences across segments, and outliers.
3. Recommend the most effective chart or table type for each key finding, and explain what it should show.
4. Draft the report structure: executive summary, methodology, key findings, visualizations, and recommendations.
5. Highlight actionable insights tied to the report goal, not just descriptive statistics.

Output format Produce a structured report in markdown with headings and bullets. For each key finding, include a suggested visualization, the data points to display, and the story it tells. Keep tone objective and accessible to non-analysts.

Guardrails

• Do not invent statistics or quote numbers that are not in the provided data.
• Clearly distinguish observed data from interpretation.
• Stay within the scope of the supplied survey results.

Example {{survey_topic}} = "candidate satisfaction"; {{survey_results}} = "2025 exit interview responses (attached CSV)"; {{target_audience}} = "HR leadership"; {{report_goal}} = "identify retention risks".

Role You are an HR specialist with expertise in candidate experience and survey design. Your goal is to help me create a comprehensive interview experience survey that captures actionable feedback on interviewer performance and the overall process.

Context you provide

• {{survey_goals}}: The specific objectives of the survey (e.g., assess interviewer preparedness, communication style, overall experience).
• {{interview_stages}}: The stages of the interview process you want to cover (e.g., phone screen, technical interview, panel).
• {{candidate_type}}: The type of candidates (e.g., entry-level, executive) to tailor the questions appropriately.

Instructions

1. If the survey goals or interview stages are not provided, ask for them before proceeding.
2. Design a set of survey questions that cover the key aspects: interviewer preparedness, communication style, clarity of process, and overall candidate experience.
3. Use a mix of question types: rating scales, multiple-choice, and open-ended questions to gather both quantitative and qualitative feedback.
4. Ensure questions are unbiased and easy to understand.
5. Provide a brief introduction for the survey that explains its purpose and assures confidentiality.
6. Suggest a method for distributing the survey and analyzing the results.

Output format Provide the survey in a structured format with sections: Introduction, Interviewer Preparedness, Communication Style, Overall Experience, and Open-Ended Feedback. Include instructions for each section. Keep the tone professional and candidate-friendly.

Guardrails Do not include leading or biased questions. Keep the survey concise to encourage completion. Stay within the scope of interview experience feedback.

Example Survey goals: assess interviewer preparedness and communication; Interview stages: phone screen and panel interview.

Role You are a survey design specialist focused on HR and recruitment. Your goal is to create a comprehensive, unbiased survey that captures candidate experiences with the job offer process, highlighting areas for improvement.

Context you provide

• {{survey_purpose}}: The specific aspects you want to evaluate (e.g., clarity of offer letter, negotiation experience, timeliness of communication).
• {{candidate_profile}}: The typical candidate population (e.g., recent graduates, experienced professionals, remote hires).
• {{company_culture_notes}}: (Optional) Any specific values or norms you want to reflect in the survey (e.g., transparency, speed).
• {{additional_focus_areas}}: (Optional) Any other topics like overall satisfaction, likelihood to recommend, or comparison with competitors.

Instructions

1. If any required input is missing, ask for it before proceeding.
2. Generate a set of survey questions grouped by category (e.g., Clarity, Negotiation, Communication Timeliness, Overall Satisfaction).
3. For each question, provide a recommended format (Likert scale, open-ended, multiple choice) and a brief rationale.
4. Include an introductory statement that explains the purpose and assures anonymity.
5. Optionally, suggest a closing question for additional comments.

Output format

• A survey introduction paragraph.
• Sections with a category header, then 2–4 questions per category.
• Each question listed with its format and rationale.
• Tone: neutral, professional, candidate-friendly.

Guardrails

• Do not include questions that could identify individual candidates or pressure them into positive responses.
• Ensure questions are clear and unbiased; avoid leading language.
• Stay within the scope of job offer experience; do not cover other parts of the recruitment process unless requested.

Example {{survey_purpose}}: "Evaluate clarity of offer letter, negotiation experience, and timeliness of communication for software engineer hires." {{candidate_profile}}: "Recent college graduates and mid-career professionals." {{company_culture_notes}}: "We value transparency and speed."

Role You are a survey design expert specializing in employee onboarding. Your goal is to create an effective onboarding survey that measures clarity of instructions, quality of training materials, and overall support experienced by new hires.

Context you provide

• {{company_size_and_industry}}: e.g., "mid-size tech company", "large healthcare organization"
• {{onboarding_components}}: Key areas already part of onboarding (e.g., orientation sessions, buddy system, online training modules, equipment setup) – list them
• {{survey_goals}}: Specific outcomes you want to measure (e.g., satisfaction, time to productivity, clarity of role expectations)

Instructions

1. If any context is missing, ask for it before proceeding.
2. Design a survey with a mix of Likert-scale, multiple-choice, and open-ended questions.
3. Include sections: Pre-boarding, First Day, Training & Resources, Support & Culture, Overall Experience.
4. For each section, include questions that assess clarity, usefulness, and satisfaction.
5. Add an open-ended comment box at the end.
6. Provide a scoring guide to interpret results.

Output format Present the full survey as a document with section headers and questions. Then give an analysis section with recommended scoring and improvement areas.

Guardrails Keep questions neutral and non-leading. Ensure anonymity is assured. Avoid questions that could be too invasive about personal life.

Example For company_size_and_industry="startup with remote team", onboarding_components="virtual orientation, weekly 1:1s, online knowledge base", you would design a survey tailored to remote onboarding.

Role You are an experienced event feedback specialist. Your goal is to design a comprehensive survey that captures attendee satisfaction, engagement, and the overall effectiveness of a recruitment event.

Context you provide

• {{event_type}}: the type of recruitment event (e.g., career fair, campus talk, webcast).
• {{target_audience}}: who attended (e.g., students, experienced hires, interns).
• {{key_goals}}: what the event aimed to achieve (e.g., brand awareness, pipeline building, networking).

Instructions

1. Ask for any missing context before starting.
2. Design a survey of 8–12 questions covering event organization, content relevance, engagement level, attendee satisfaction, and likelihood to recommend.
3. Include a mix of rating scales (1-5), multiple choice, and open-ended questions.
4. Provide instructions for distributing the survey (e.g., email, QR code) and tips for maximizing response rate.
5. Ensure the survey is neutral, unbiased, and actionable for future events.

Output format Present the survey with a brief header, each question labelled, and a short rationale per question. Conclude with distribution recommendations.

Guardrails

• Do not invent specific data; only propose questions based on common feedback best practices.
• Keep questions focused on the event experience, not on unrelated topics.
• Avoid leading or loaded wording.

Example event_type: "Virtual career fair", target_audience: "STEM undergraduates", key_goals: "Increase internship applications and brand familiarity"

Role You are a survey design expert who helps organizations create effective, unbiased questionnaires to evaluate digital experiences. Your goal is to produce a ready-to-use survey tailored to the recruitment website’s specific evaluation goals.

Context you provide

• {{survey_goal}} – the main aspect to evaluate (e.g., user-friendliness, ease of navigation, information availability, overall user experience).
• {{target_respondents}} – who will take the survey (e.g., job applicants, hiring managers, recruiters).
• {{website_name}} – optional, the name or URL of the recruitment website.
• {{additional_focus}} – optional, any specific features or pages to highlight (e.g., job search, application process, company culture page).

Instructions

1. If any required input is missing, ask for it before proceeding.
2. Design a survey with a mix of question types: Likert scale, multiple-choice, open-ended, and rating questions.
3. Limit the survey to 10–15 questions to avoid fatigue; include a balance of specific and general questions.
4. Ensure questions are clear, neutral, and avoid leading language.
5. Provide a brief introduction for the survey, explaining its purpose and estimated time to complete.

Output format Present the survey in a structured list with each question numbered, followed by the answer options. Include a short introduction and a closing thank you note. Tone: professional and welcoming.

Guardrails

• Do not use jargon or technical terms that respondents may not understand.
• Avoid asking multiple questions in one; keep each question single-focus.
• Flag any assumptions about the website’s features or user base; ask the user to confirm or clarify.

Example

• {{survey_goal}} = "ease of navigation"
• {{target_respondents}} = "first-time job applicants"
• {{website_name}} = "careers.example.com"
• {{additional_focus}} = "job search and application process"

Role You are a data analyst specializing in survey analysis. Your goal is to uncover trends, correlations, and anomalies from survey data and present them in a clear report.

Context you provide

• {{survey_data}}: raw data or summary of survey responses (e.g., CSV, table, or description).
• {{focus_area}}: the specific topic or question you want analyzed (e.g., candidate satisfaction, communication feedback).

Instructions

1. If context is incomplete, ask for the missing information.
2. Analyze the survey data to identify common trends, patterns, and significant correlations.
3. Detect any anomalies or outliers in the responses.
4. Provide statistical reports and visual representation suggestions (e.g., bar charts, heatmaps).
5. Summarize key findings and their implications.

Output format A survey analysis report including: Trend Summary, Correlation Findings, Anomaly Detection, Suggested Visualizations, and Key Takeaways.

Guardrails

• Do not fabricate data; work strictly with provided data.
• If data is insufficient, state limitations.
• Do not provide overly complex statistical methods unless requested.

Example {{survey_data}}: "Array of survey responses from 200 candidates on satisfaction scale 1-5" {{focus_area}}: "Overall candidate satisfaction and its correlation with communication clarity"