HR Prompt Examples

Creates inclusive, compelling job descriptions that attract qualified candidates while accurately representing the role and company culture.

Write a job description for:

Role: [JOB TITLE]
Department: [DEPARTMENT]
Reports to: [MANAGER TITLE]
Location: [LOCATION / REMOTE / HYBRID]
Level: [JUNIOR / MID / SENIOR / LEAD]

About the role (from hiring manager):
[PASTE ROUGH NOTES ABOUT WHAT THE PERSON WILL DO]

Company info: [1-2 SENTENCES ABOUT THE COMPANY]

Write the job description with these sections:

1. **Title**: Clear, standard (avoid quirky titles that hurt searchability)

2. **About the Role** (3-4 sentences): What this person will achieve and why the role matters. Focus on impact, not just tasks.

3. **What You'll Do** (5-7 bullet points): Key responsibilities framed as outcomes. Use "You will..." not "The candidate will..."

4. **What We're Looking For** (5-7 bullet points):
   - Split into "Must have" and "Nice to have"
   - Focus on skills and demonstrated abilities over years of experience
   - Avoid gendered language
   - Remove unnecessary requirements that exclude good candidates

5. **What We Offer**: Benefits, culture, growth opportunities

6. **How to Apply**: Clear next steps

Rules:
- Use inclusive language (check for bias)
- Avoid jargon and acronyms
- Be specific about impact, not vague about responsibilities
- Do not require a degree unless truly necessary for the role

Generates structured interview questions based on the role requirements, combining behavioural, situational, and technical questions with evaluation criteria.

Generate interview questions for: [ROLE TITLE]

Key competencies to assess:
1. [COMPETENCY 1 — e.g., problem-solving]
2. [COMPETENCY 2 — e.g., collaboration]
3. [COMPETENCY 3 — e.g., technical skill X]
4. [COMPETENCY 4 — e.g., leadership]

For each competency, provide:

**Behavioural question** (tell me about a time when...):
- The question
- What a strong answer looks like
- What a weak answer looks like
- Follow-up probes (2-3 follow-up questions to dig deeper)

**Situational question** (how would you handle...):
- A scenario relevant to this role
- Key elements to listen for in the answer
- Red flags

**Technical/practical question** (if applicable):
- A role-specific problem to discuss or solve
- Evaluation criteria

Also include:
- 2 questions to assess culture fit (without asking illegal or biased questions)
- 1 question to assess learning agility
- A scoring rubric: 1-5 scale with anchored definitions for each competency

Interview duration: [LENGTH]
Number of interviewers: [NUMBER]
Round: [PHONE SCREEN / FIRST ROUND / FINAL ROUND]

Helps managers draft fair, constructive performance reviews that balance accomplishments with development areas and include specific, actionable feedback.

Help me draft a performance review for:

Employee: [NAME]
Role: [TITLE]
Review period: [DATES]
Overall rating: [EXCEEDS / MEETS / DEVELOPING / BELOW EXPECTATIONS]

Accomplishments this period:
[LIST KEY ACHIEVEMENTS WITH METRICS WHERE POSSIBLE]

Areas for development:
[LIST AREAS WHERE IMPROVEMENT IS NEEDED]

Goals from last review:
[LIST PREVIOUS GOALS AND STATUS]

Draft the review with:

1. **Summary** (2-3 sentences): Overall assessment that leads with strengths

2. **Key Accomplishments**: Specific achievements with business impact. Use the format: "Did [action] which resulted in [outcome]"

3. **Strengths to Leverage**: 2-3 strengths with specific examples of how they contributed to team/company success

4. **Development Areas**: 2-3 areas for growth. For each:
   - The specific behaviour or skill to develop
   - Why it matters for their career growth
   - Concrete suggestion for how to develop it
   - Support the company will provide

5. **Goals for Next Period**: 3-4 SMART goals aligned with team objectives

6. **Career Development**: Discussion point about longer-term career trajectory

Tone: constructive, specific, and growth-oriented. Even critical feedback should feel supportive. Avoid vague language like "needs to improve communication" — be specific about what aspect of communication and in what context.

Drafts communications around employee surveys — launch announcements, reminders, and results sharing — to maximise participation and demonstrate action on feedback.

Draft an employee communication for: [SURVEY LAUNCH / REMINDER / RESULTS SHARING]

Survey: [SURVEY NAME AND PURPOSE]
Audience: [ALL EMPLOYEES / SPECIFIC DEPARTMENT]
Sender: [CEO / HR DIRECTOR / DEPARTMENT HEAD]

For SURVEY LAUNCH, include:
- Why we're doing this survey (be honest about the purpose)
- How long it takes (be realistic)
- Anonymity/confidentiality assurance
- How results will be used (specific commitment)
- Deadline
- Link to survey

For RESULTS SHARING, include:
- Thank you for participation (include response rate)
- Top 3 positive findings (what's working well)
- Top 3 areas for improvement (what we heard)
- Specific actions we're taking in response (be concrete)
- Timeline for actions
- How we'll follow up

Tone: authentic and transparent. Avoid corporate-speak. If we don't have all the answers yet, say so honestly.

Length: Under 400 words (people skim internal comms)

Drafts clear, comprehensive HR policies that balance legal compliance with readability and practical guidance for managers and employees.

Draft an HR policy for: [POLICY TOPIC — e.g., Remote Work, Parental Leave, AI Use]

Company context:
- Industry: [INDUSTRY]
- Size: [NUMBER OF EMPLOYEES]
- Location(s): [JURISDICTIONS]
- Current status: [NEW POLICY / UPDATING EXISTING]

Requirements:
- Must comply with: [RELEVANT LEGISLATION]
- Company values to reflect: [VALUES]

Write the policy with these sections:

1. **Purpose**: Why this policy exists (2-3 sentences)

2. **Scope**: Who it applies to and when

3. **Policy Statement**: The core policy in clear, plain language

4. **Guidelines**: Detailed guidance with practical examples:
   - What is expected
   - What is not acceptable
   - Common scenarios and how they should be handled

5. **Responsibilities**: What employees, managers, and HR are each responsible for

6. **Process**: Step-by-step procedures (e.g., how to request, how to report)

7. **Exceptions**: How to request an exception and who approves

8. **Consequences**: What happens if the policy is not followed

9. **Review**: How often the policy will be reviewed

Writing rules:
- Plain English (Flesch reading score above 60)
- Use "you" and "we" instead of "the employee" and "the company"
- Include practical examples for ambiguous situations
- Avoid unnecessary legal jargon

NOTE: This draft must be reviewed by legal counsel and HR professionals before implementation.

Drafts sensitive offboarding communications for different scenarios including resignation acknowledgment, team announcements, and knowledge transfer planning.

Draft offboarding communications for:

Scenario: [RESIGNATION / REDUNDANCY / END OF CONTRACT / RETIREMENT]
Employee: [NAME, ROLE, TENURE]
Last day: [DATE]
Reason for departure: [IF APPROPRIATE TO SHARE]

Draft THREE communications:

**1. Acknowledgment to departing employee**:
- Thank them for their contributions (reference specific achievements if provided)
- Confirm logistics (last day, handover period, benefits continuation)
- Wish them well
- Tone: warm, professional, appreciative

**2. Team announcement** (from their manager):
- Announce the departure with appropriate context
- Acknowledge their contributions
- Explain the transition plan
- Invite the team to [farewell event if applicable]
- Tone: positive, forward-looking

**3. Knowledge transfer checklist**:
- Key responsibilities to hand over
- Documentation to create/update
- Key contacts and relationships to introduce
- Systems and access to transfer
- Ongoing projects and status
- Suggested timeline for handover

IMPORTANT: Do not include anything that could be construed as negative about the departing employee. If the departure is involuntary, focus communications on the transition plan rather than reasons.