Human Resources prompts

Draft a structured, realistic job description from role, team, and must-haves.

Act as an HR business partner. Write a job description for a [level] [role] at a [industry, size] company. Details: the team is [describe], the three must-have skills are [list], and the tone should be [tone]. Structure it as overview, responsibilities, must-have requirements, nice-to-haves, and what we offer. Keep requirements realistic, avoid buzzwords, and don't turn nice-to-haves into hard requirements.

Scan a JD for exclusionary or coded language and unnecessary requirements.

Review this job description for language that could exclude qualified candidates: [paste]. Flag gendered words, age-coded terms like 'digital native' or 'energetic', ability assumptions, and requirements that aren't truly necessary. For each, suggest a neutral rewrite, and tell me which requirements I could drop to widen the pool without lowering the bar.

Turn a role into a short, honest, scannable ad for a job board.

Write a short, honest job ad for [role] to post on [LinkedIn / a job board]. Lead with what makes the role and team genuinely interesting, be specific about the work rather than listing perks, and keep it scannable. No hype, no 'rockstar' or 'ninja', and a clear one-line call to apply.

Turn must-haves into consistent criteria reviewers can score the same way.

Draft a structured screening scorecard for [role]. Turn the must-have requirements into 5 to 7 criteria a screener can rate consistently, with a short description of what a strong, average, and weak answer looks like for each, so different reviewers score the same candidate the same way.

Build a boolean search string to source candidates.

Help me write a boolean search string to source [role] candidates on [LinkedIn / a database]. The core skills are [list], the nice-to-haves are [list], and I want to include likely alternative job titles. Give me the string plus a short note on which terms to loosen if the results are too narrow.

Build a repeatable, competency-based interview guide for every candidate.

Create a structured interview guide for [role]. For each of these competencies, [list], write two behavioral questions that ask for a real past example, plus what a strong answer would show. Keep the questions job-related and legal to ask, and note any topic I should avoid so the same guide is used for every candidate.

Draft 'tell me about a time' questions with follow-ups.

Write 8 behavioral interview questions for [role] focused on [the trait or skill]. Use the 'tell me about a time' format so candidates give real examples rather than hypotheticals, and for each, add a one-line note on the follow-up I should ask to get past a rehearsed answer.

A one-page panel scorecard with described rating anchors.

Design a candidate evaluation scorecard for [role] that the whole panel can use. List the criteria that actually predict success in this job, a simple rating scale with described anchors, and a space for evidence, so feedback is grounded in what was said rather than a gut feeling. Keep it to one page.

Plan stages that each assess something distinct without wasting time.

Help me plan a fair interview process for [role]: [describe the stages you're considering]. Suggest a sensible number of stages, what each should assess so they don't overlap, who should be involved, and where to add a work sample instead of another conversation. Flag anything that adds time without adding signal.

Write a personal, low-pressure cold outreach message.

Write a short, personal outreach message to a passive candidate for [role]. Reference [the specific thing about their background], be honest that it's a cold approach, say briefly why the role might interest them, and keep it under 120 words with a low-pressure ask. No generic 'I came across your profile' opening.

Draft a warm, respectful rejection that leaves the door open.

Draft a kind, respectful rejection message for a candidate who [reached the final stage / interviewed once]. Be warm and clear, thank them for their time, avoid false hope and empty feedback, and leave the door open for future roles if that's genuine. Keep it human, not a form letter.

Convey enthusiasm and the key points while keeping formal terms in the letter.

Write an offer message for [role] to [candidate context]. Convey genuine enthusiasm, summarise the key points they'll care about (role, start, next steps), and keep the formal terms for the attached letter. Warm and clear, and end with who to contact with questions.

Lay out goals, people, and 'ramped up' by day 90 for a new hire.

Create a 30-60-90 day onboarding plan for a new [role] on [team]. For each phase, lay out the goals, the people they should meet, what they should be learning, and what 'ramped up' looks like by day 90. Keep it realistic for someone still finding the coffee machine, and mark what needs a manager's input.

Group onboarding tasks across before day one, day one, and week one.

Build a first-week onboarding checklist for [role]. Group it into before day one, day one, and the first week, covering accounts and access, introductions, training, and early tasks. Flag anything that has to be ready before they arrive so nothing blocks their start.

Write a warm, short welcome that makes a new hire feel expected.

Write a warm welcome message to a new hire joining [team] as [role] on [start date]. Make them feel genuinely expected, tell them what to bring or set up, what day one looks like, and who to find. Friendly and clear, and short enough to actually read on a first morning.

Design a light mentor program for new hires' first month.

Design a simple buddy or mentor program for onboarding new [role] hires. Outline what the buddy does in the first month, how often they check in, the questions they should proactively cover, and how to pick a good buddy. Keep it light enough that people will actually do it.

Turn manager notes into balanced, specific review points.

Turn these manager notes into balanced performance-review talking points for [role]: [paste notes]. Structure it as strengths with specific examples, areas to develop framed as growth not blame, and clear goals for next period. Keep it concrete and behavioural, and flag anywhere I'm being vague or unfair so I can sharpen it.

Draft specific feedback that separates behaviour from the person.

Help me give constructive feedback about [the specific behaviour or issue]. Draft it using clear, specific language that separates the behaviour from the person, states the impact, and moves toward a concrete change. Keep it kind and direct, not a compliment sandwich, and give me an opening line that isn't awkward.

Draft measurable goals that are within the employee's control.

Help me and an employee set SMART goals for the next [period]. Given their role and focus areas [describe], draft 3 to 5 goals that are specific, measurable, and actually within their control, each with what good looks like. Flag any goal that depends on factors they can't influence so we can reword it.

Structure a fair, supportive PIP with checkpoints and legal review flags.

Draft the structure of a performance improvement plan for [describe the performance gap generically]. Lay out clear expectations, the specific support the company will provide, measurable checkpoints, and a fair timeline. Keep it supportive in tone and factual in content, and mark where our HR and legal team must review before this is used.

Write a clear, plain-language policy with legal-review flags.

Draft a clear, readable [type] policy for a [industry, size] company. The key points we want to cover are [list]. Write it in plain language employees will actually understand, structured with purpose, scope, the policy itself, and what to do with questions. Mark anything that varies by local law as 'confirm with legal' rather than guessing.

Cut legalese while keeping every requirement intact.

Rewrite this policy in plain English so employees can follow it: [paste]. Keep every requirement intact, cut the legalese, use short sentences and examples where they help, and add a one-line summary at the top. Don't change the meaning, just the readability, and flag anything ambiguous that should be clarified.

Write an employee-facing explainer for a new or changed policy.

Write a short employee-facing explainer for this new or changed policy: [describe]. Cover what's changing, why, what it means for them day to day, and when it takes effect. Warm and straightforward, not defensive, and end with where to ask questions. Keep it to a few paragraphs.

Outline a handbook section with subsections and common questions.

Draft an outline for a section of our employee handbook on [topic]. List the subsections it should include, a one-line note on what each covers, and the questions employees most often ask about this topic so we make sure the section answers them. Mark which parts need legal review.

Draft neutral survey questions that protect anonymity.

Draft an employee engagement survey for a [industry, size] company. Cover [the areas you care about], mixing rating-scale and a few open questions, keep it under [number] questions so people finish it, and make sure the wording is neutral rather than leading. Flag any question that could identify a small team and break anonymity.

Group open-text responses into themes while keeping minority views.

Summarise these open-text survey responses into themes: [paste, with identifiers removed]. Group them into the main topics, note roughly how common each is, capture the minority views instead of averaging them away, and pull a few representative quotes. Keep it neutral, and separate what people feel from what they're asking for.

Turn survey findings into realistic changes and honest comms.

Based on these engagement findings, [paste summary], help me draft a realistic action plan. Suggest two or three changes we could actually make, what to communicate back to employees so they know they were heard, and what to be honest about not being able to change. No vague 'improve communication' actions.

Write a specific, warm recognition note for a person or team.

Write a genuine recognition message for [person/team] who [did the specific thing]. Make it specific about what they did and the impact, in a warm and human voice rather than corporate praise, and keep it short. Give me a version for a team channel and a shorter version for a one-to-one note.

Design a practical training outline with objectives and modules.

Design a training outline on [topic] for [audience and level]. Lay out the learning objectives, the key modules with a one-line description each, a suggested format and length, and a simple way to check people actually learned it. Practical over theoretical, and flag what needs a subject-matter expert rather than a generalist.

Map current versus needed skills and turn gaps into a plan.

Help me build a simple skills-gap framework for [team or role]. Given the skills the role needs now and where it's heading [describe], suggest how to map current versus needed skills, the questions to assess each honestly, and how to turn gaps into a development plan. Keep it usable without a big competency library.

Write a clear, calm announcement about an organisational change.

Help me write a clear internal announcement about [the change, described generically]. Cover what's happening, why, what it means for people, and what happens next, in an honest and calm tone that respects that this affects real people. Avoid corporate euphemisms, and end with where to get support or ask questions.

Structure an honest message that respects privacy without oversharing.

I need to communicate something sensitive to a team: [describe the situation generically, no names or private details]. Help me structure the message so it's honest without oversharing, respects the privacy of anyone involved, and tells people what they need to know and what they don't need to worry about. Careful and human.

Prepare a calm, fair opening and structure for a hard conversation.

Prep me for a difficult conversation with an employee about [the issue, described generically]. Give me a calm way to open, the facts to stick to, the questions that let them respond, and how to keep it fair and on track. I want to be direct and humane, not scripted or defensive.

Design a respectful offboarding checklist and exit-interview questions.

Design a respectful offboarding checklist and an exit-interview question set for someone leaving [role]. Cover the practical steps (access, handover, final pay pointers to confirm with payroll) and 6 to 8 exit questions that surface honest, useful feedback rather than box-ticking. Keep the tone gracious regardless of why they're leaving.