Use ChatGPT Work to Turn a Hiring Brief into a Reviewable Interview Pack

What you will make

You will create an interview pack from a fictional hiring brief. It will contain role requirements, structured questions, a scorecard, and a short list of decisions the hiring owner still needs to make.

This is a documentation-based guide. OpenAI describes ChatGPT Work as an agent for longer, multi-step work and finished deliverables. File uploads support common text documents and spreadsheets. The brief, questions, and output below are fictional and illustrative. No ChatGPT Work run is claimed.

Before you start

You need ChatGPT with Work available, file uploads enabled, and permission to use the brief. Access depends on your plan and workspace settings. Use fictional data while learning.

Create hiring-brief.txt:

Role: Operations coordinator
Team: Eight-person software company

Purpose of the role:
Keep customer onboarding tasks visible, follow up on missing information, and prepare a weekly status note for the operations lead.

Required:
- Two years of experience coordinating recurring work
- Clear written communication
- Comfortable working from a spreadsheet
- Can explain an unresolved task without hiding the uncertainty

Useful but not required:
- Experience with customer onboarding
- Familiarity with a ticketing system

Not decided yet:
- Who owns the final interview
- Whether the first 30 days include weekend support
- Which spreadsheet skills are essential

Do not assess:
Age, nationality, family status, health, religion, or any other protected characteristic.

The undecided items are deliberate. The model must keep them open rather than filling them in.

Three steps

1. Upload the complete brief and request a plan

Start a new Work task and attach hiring-brief.txt. Paste this prompt:

Prepare a draft interview pack from the attached hiring brief.

Return four sections:
1. Role requirements, split into required, useful, and undecided.
2. Eight structured interview questions. For each question, name the requirement it tests and the evidence a strong answer would contain.
3. A scorecard with one row per required requirement and a 1 to 4 rating scale.
4. Open decisions for the hiring owner.

Rules:
- Use only the attached brief.
- Keep undecided items labelled OPEN DECISION.
- Do not invent salary, hours, benefits, company facts, or candidate details.
- Do not score a candidate or recommend a hiring decision.
- Do not create questions about protected characteristics.
- Keep the scorecard separate from the interview questions.

Before asking for a polished document, check that Work has kept the open decisions visible.

2. Ask for source checks

Paste this follow-up:

Audit the draft against hiring-brief.txt.

For every requirement and question, show the supporting source sentence or write NOT FOUND. Mark CHECK when the draft adds an assumption, changes the requirement, or turns an open decision into a rule. Confirm that no protected characteristic appears as an assessment criterion. Do not rewrite the pack yet.

Review the audit yourself. It is a review aid, not proof that the pack is fair or complete.

3. Create the handoff document

After reviewing the audit, ask for the final structure:

Using only items marked supported, format a one-page interview pack with:
- the role purpose;
- the required and useful requirements;
- eight numbered questions;
- the scorecard and rating definitions;
- an OPEN DECISIONS section.

Keep source wording beside each requirement. Leave undecided items unresolved. Add a note that the hiring owner must review the questions and scorecard before use. Do not contact candidates or make a recommendation.

Copy the document into the approved hiring process. A hiring owner still decides whether the criteria are appropriate.

Illustrative output

Requirement	Question	Evidence to listen for
Coordinating recurring work	Tell us about a recurring process you kept visible when several people contributed to it.	A clear tracking method, follow-up, and an honest account of gaps.
Written communication	How would you write a weekly note when one important task has no confirmed owner?	The unresolved item stays visible and the next decision is clear.
Spreadsheet comfort	How would you check a weekly task sheet before sending its status note?	Checks for missing owners, dates, duplicates, and unexplained status changes.

This table is editor-written and illustrative, not ChatGPT output.

Acceptance checks

The pack passes when:

Every required requirement maps to at least one question and scorecard row.
Each mapping has a phrase from the source brief.
The three undecided items remain OPEN DECISION.
The scorecard does not contain protected-characteristic criteria.
The document does not score a fictional candidate or recommend hiring.
A hiring owner can approve, change, or reject each criterion.

If something goes wrong

Work invents a company detail. Ask it to show the source sentence, then delete the detail if the brief does not contain it.

An open decision becomes a requirement. Restore the original wording and add it to OPEN DECISIONS.

Questions are vague. Ask for one observable behaviour and the evidence to listen for, without adding a new requirement.

The scorecard becomes a hiring verdict. Remove the verdict. The scorecard is a review tool, not the decision.

Limits and privacy

Use approved fictional or de-identified material. Do not upload candidate records unless the account and process are approved for that use. Review accessibility, fairness, and local employment requirements with the responsible owner. Keep the final hiring decision with people.

Evidence label

Documentation-based guide with fictional hiring input and an illustrative output. No ChatGPT Work execution, candidate assessment, hiring result, or measured benefit is claimed.