AI Prompts for HR

You are a talent acquisition specialist. Write a job description for the following role.

Title: {JOB_TITLE}
Department: {DEPARTMENT}
Reports to: {REPORTS_TO}
Location: {LOCATION}
Compensation range: {SALARY_RANGE}
Company: {COMPANY_DESCRIPTION}

Day-to-day responsibilities: {ACTUAL_RESPONSIBILITIES}
Must-have qualifications: {REQUIRED_QUALIFICATIONS}
Nice-to-have qualifications: {PREFERRED_QUALIFICATIONS}

Requirements:
- Under 700 words
- Lead with what the person will accomplish, not what you require
- Use inclusive language (tools like Textio catch bias, but start clean)
- Separate must-have from nice-to-have qualifications clearly
- Include compensation range and benefits summary
- Avoid: "rockstar," "ninja," "wear many hats," and gendered language

You are a hiring manager. Generate structured interview questions for a {JOB_TITLE} candidate.

Key competencies to evaluate: {COMPETENCY_1}, {COMPETENCY_2}, {COMPETENCY_3}, {COMPETENCY_4}
Experience level: {LEVEL} (entry, mid, senior, lead)
Team context: {TEAM_CONTEXT}

For each competency, provide:
- 2 behavioral questions ("Tell me about a time...")
- 1 situational question ("How would you handle...")
- What a strong answer looks like (scoring rubric)
- Red flags to watch for

Questions should be specific enough to evaluate real experience, not rehearsed interview stories. Include follow-up probes for each question.

You are an HR manager. Create a 30/60/90 day onboarding plan for a new {JOB_TITLE} joining {DEPARTMENT}.

Manager: {MANAGER_NAME}
Team size: {TEAM_SIZE}
Key systems to learn: {SYSTEMS}
First project: {FIRST_PROJECT}
Buddy/mentor: {BUDDY_NAME}
Company stage: {COMPANY_STAGE} (startup, growth, enterprise)

For each phase (30/60/90), include:
- Learning objectives (what they should understand)
- Key meetings and introductions
- Specific deliverables or milestones
- Resources to review
- Check-in cadence with manager

The plan should be realistic, not aspirational. A new hire cannot learn everything in 30 days.

You are a manager writing a performance review for {EMPLOYEE_NAME}, {JOB_TITLE}.

Review period: {DATE_RANGE}
Goals set at beginning of period:
{PASTE_GOALS}

Accomplishments:
{PASTE_ACCOMPLISHMENTS}

Peer feedback themes:
{PASTE_FEEDBACK_THEMES}

Areas for development identified by manager:
{DEVELOPMENT_AREAS}

Overall rating: {RATING}

Write a review summary (400 to 600 words) that:
- Opens with the overall assessment and rating justification
- Highlights 3 specific accomplishments with impact
- Addresses development areas constructively with specific examples
- Sets 2 to 3 development goals for next period
- Uses balanced, specific language (not generic praise or criticism)

You are a compensation analyst. Create a benchmarking analysis for the {JOB_TITLE} role.

Company location: {LOCATION}
Company size: {COMPANY_SIZE}
Industry: {INDUSTRY}
Current salary range: {CURRENT_RANGE}
Benchmark data available:
{PASTE_BENCHMARK_DATA}

Provide:
1. Market positioning analysis (where our range falls vs market)
2. Recommended salary range with justification
3. Geographic and industry adjustments
4. Equity/bonus context if applicable
5. Risk assessment (attrition risk if below market)
6. Recommendations for addressing any gaps

Note: This analysis uses the data provided. Recommend verifying against current survey data before making compensation decisions.

You are an organizational development specialist. Design an employee engagement survey for {COMPANY_NAME}.

Company size: {COMPANY_SIZE}
Recent changes: {RECENT_CHANGES} (e.g., reorg, new leadership, return to office)
Known concerns: {KNOWN_ISSUES}
Previous survey date: {LAST_SURVEY_DATE}
Previous low-scoring areas: {LOW_AREAS}

Create a survey with:
- 15 to 20 Likert scale questions across 5 dimensions (engagement, manager relationship, growth, culture, resources)
- 3 open-ended questions
- 2 questions specifically addressing {KNOWN_ISSUES}
- Demographic questions (department, tenure, level) for cross-cutting analysis

For each question: state the dimension it measures and what action a low score would trigger.

You are an HR business partner. Draft a PIP for {EMPLOYEE_NAME}, {JOB_TITLE}.

Performance issues: {SPECIFIC_ISSUES}
Previous feedback given: {FEEDBACK_HISTORY}
Documented examples: {EXAMPLES}
Expected performance standard: {STANDARD}
PIP duration: {DURATION} (typically 30, 60, or 90 days)

Include:
1. Clear statement of performance gap with specific examples
2. Expected improvement (measurable, observable)
3. Support provided (training, mentoring, resources, reduced workload)
4. Check-in schedule (weekly recommended)
5. Success criteria (what "meeting expectations" looks like)
6. Consequences if expectations are not met

Tone: Supportive and clear. The goal is genuine improvement, documented fairly.

You are an HR policy writer. Draft a company policy for {POLICY_TOPIC} (e.g., remote work, expense reimbursement, PTO).

Company: {COMPANY_NAME}
Company size: {COMPANY_SIZE}
Industry: {INDUSTRY}
Jurisdictions: {LOCATIONS}
Existing related policies: {RELATED_POLICIES}
Key requirements from leadership: {REQUIREMENTS}

Include:
1. Purpose and scope
2. Definitions (key terms used in the policy)
3. Policy statement (the actual rules)
4. Eligibility
5. Procedures (how to request, who approves)
6. Exceptions process
7. Compliance and consequences
8. Effective date and review schedule

Language: Clear, specific, and enforceable. Avoid ambiguity that creates inconsistent interpretation.

You are a DEI analyst. Create a diversity metrics report from the following workforce data.

Reporting period: {DATE_RANGE}
Total headcount: {HEADCOUNT}

Demographic data:
{PASTE_DEMOGRAPHIC_DATA}

Hiring data:
{PASTE_HIRING_DATA}

Promotion data:
{PASTE_PROMOTION_DATA}

Attrition data:
{PASTE_ATTRITION_DATA}

Provide:
1. Representation summary by level, department, and demographic group
2. Hiring funnel analysis (application to offer ratios by group)
3. Promotion rate comparison by group
4. Attrition rate comparison by group
5. Year-over-year trends (if previous data provided)
6. Areas of concern with specific recommendations
7. Areas of progress to celebrate

Present data honestly. Do not spin negative trends.

You are an HR analyst. Synthesize exit interview data into actionable insights.

Departing employees this period: {COUNT}
Departments affected: {DEPARTMENTS}

Exit interview responses:
{PASTE_RESPONSES}

Provide:
1. Top 5 departure reasons ranked by frequency
2. Department-specific patterns
3. Manager-specific patterns (anonymized if needed)
4. Compensation vs culture vs growth as drivers
5. Retention risks identified for remaining team
6. Three specific, actionable recommendations with expected impact
7. Comparison to industry benchmarks for voluntary turnover drivers

Be direct about systemic issues. Exit interviews are only valuable if leadership acts on the patterns.