One Hundred Recruitment Prompts

• 9.1 Job profiles and job adverts, prompts 1 to 16
• 9.2 CV and candidate screening with bias safeguards, prompts 17 to 30
• 9.3 Interview questions and conversation preparation, prompts 31 to 44
• 9.4 Candidate communication, prompts 45 to 56
• 9.5 Employer branding and recruitment campaigns, prompts 57 to 68
• 9.6 Assessment, evaluation and decision substantiation, prompts 69 to 80
• 9.7 Non-discrimination and bias checks, prompts 81 to 90
• 9.8 GDPR, DPIA and human oversight, prompts 91 to 100

Around these: why this is on your desk now, the context in law and science, the BNK KAM position, the decision frameworks, practice and case studies, checklists and worksheets, frequently asked questions, pitfalls and misconceptions, a glossary and the full list of sources.

It is a quarter past eight in the evening. Fourteen open vacancies, three hiring managers who wanted to hear from you today, and a folder of applications that was already too full at nine this morning. You paste a CV into a chat window and type: summarise this against this role. Twenty seconds later there is a tidy paragraph, and a small, nagging feeling comes with it. Was that actually allowed.

That feeling is justified. It is not a reason to stop, it is a reason to know what you are doing. The law described here is Dutch and European, and the book states for every rule which of the two it comes from.

Because what carries on in the meantime was never postponed. The ban on AI that infers emotions in the workplace has applied since 2 February 2025, with no transitional period, and the supervisory authority counts the application stage under it. The GDPR has applied since 2018. Anyone waiting for December 2027 may already be in breach today.

There is a second reversal, and it is perhaps the more important one. A language model reproduces the average of the past, precisely the pattern that a fair procedure is meant to break. That is not ill will on the part of the technology, because technology wants nothing. It is a property of the method, and it has been measured. That is why not one of the hundred prompts asks the model for a judgement about a person. The writing goes faster, the decision stays yours.

• One hundred fill-in prompts in eight categories: job profiles and job adverts (16), CV and candidate screening with bias safeguards (14), interview questions and conversation preparation (14), candidate communication (12), employer branding and recruitment campaigns (12), assessment, evaluation and decision substantiation (12), non-discrimination and bias checks (10), GDPR, DPIA and human oversight (10).
• Six building blocks in every prompt: Role, Framework, Context, Task, Format and Check. The Framework sits inside the prompt and not as a leaflet behind it, because a boundary that hangs beside the work does not get read at a quarter past eight in the evening. It names, per prompt, which data may and may not go in and which boundary applies here.
• Five fixed fields per prompt: Purpose, When to use it, The prompt, How to fill it in, and a Safety note with the source alongside. The weight of that note differs deliberately: for a campaign text it concerns fairness, for a CV it concerns special categories of personal data, for a decision it concerns the question of who decides.
• The Recruitment Safety Framework with five pillars: equal opportunity, the difference between a writing aid and a selection system, the human being who decides, what must not go into the prompt, and who is allowed to know. Five figures, decision frameworks, checklists, case studies and a glossary.
• The state of the law on 16 August 2026: the AI Act with the postponed high-risk date from Regulation (EU) 2026/1744, the ban on emotion recognition in the workplace, the GDPR with Article 22 and the DPIA obligation, the Dutch equal treatment legislation with its reversed burden of proof, the pay transparency Directive, and the consent and advisory rights of the ondernemingsraad (the Dutch works council).
• Seventy-six sources, each actually retrieved and read, then independently re-checked per source domain by a second researcher.

For the corporate recruiter in a hurry, the HR manager who has to justify it internally, the owner of a recruitment agency with a client who sometimes asks for too much, and the hiring manager at an SME who recruits alongside the day job. For the person who makes the choice and is answerable for it afterwards. It is written for hiring practice under Dutch and European law.

Not for anyone looking for a system that takes over the selection. That system does not exist, and this book does not pretend otherwise. Where you need a judgement, you get a structured question and an assessment rubric, and you judge for yourself.

Seventy-six verifiable sources, each with publisher, year and where to find it. Statutory texts in consolidated form, with the validity line alongside, so you can check which version was used. The Algemene wet gelijke behandeling (the Dutch General Equal Treatment Act, AWGB) appears as BWBR0006502, in force from 1 January 2026 to the present. Where a figure could not be traced to a primary source, it is not in this book, even when it circulates freely in the trade press.

Fact and opinion are kept strictly apart, and where a study carries a caveat, for instance that no significance tests were carried out, that caveat is stated with it. Per source domain, a second researcher who had not written the file re-tested the riskiest claims against the primary source.

That produced corrections, which have been incorporated into the book. A hard file count in a Dutch data breach was removed, replaced by what the organisation itself says about it. An incompletely quoted article of law was repaired. A fine bandwidth that skipped the middle category was completed. No names as an argument from authority, no sensation, only what you can check for yourself.

2026 edition, cut-off date 16 August 2026. 254 pages, approximately 98,600 words, 100 fill-in prompts, 76 sources with full references, 5 original diagrams and original photography. Digital publication, available immediately after purchase.