HR & Hiring AI prompts

Prompts for people teams and hiring managers: job descriptions, structured interview questions, onboarding plans, performance feedback and policy explanations written in a clear, fair tone.

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107 HR & Hiring prompts

Agree a statement of work and contract terms with a freelancerA milestone-based statement of work plus the freelancer-specific terms to settle first: IP ownership, kill fee, licensing, and contractor status.
Analyze an employee engagement survey and plan actionsTurns survey results into themes, priorities, and an action plan.
Analyze attrition risk and recommend retention actionsFinds who is likely to leave and why, and what to do about it.
Analyze team skills gapsA capability matrix showing gaps between current and needed skills, and how to close them.
Answer an employee's HR policy question clearly and consistentlyTurns a policy and an employee's question into an accurate, plain-language reply that flags gray areas instead of guessing.
Assess the people impact of a reorganizationMaps a planned reorg's impact on roles and people, flags HR risks, and builds a people transition plan.
Audit my hiring process for candidate experienceA stage-by-stage review of how candidates experience my hiring process, with drop-off risks and fixes ranked by impact.
Audit the quality of our HR data and plan the cleanupA field-by-field audit plan for HRIS data, the checks to run, an issue log, and a governance plan so the data stays accurate.
Benchmark our HR metrics against industry standardsCompares your turnover, hiring, absence, and engagement figures with benchmarks you supply, and shows where you are strong or at risk.
Build a career ladder from staff to partner for my firmA level-by-level career framework for a professional services firm with competencies, expectations, and promotion criteria.
Build a structured interview guide and scorecardCompetency-based questions, scoring anchors, and a consistent scorecard.
Build a workforce planForecasts headcount and skills needs against strategy, with scenarios and an action plan.
Build an exit interview guide and track themes over timeCreates exit interview questions that get candid answers plus a simple coding scheme to spot patterns across leavers.
Build an inclusion and diversity strategyPractical, evidence-based actions to make hiring, promotion, and culture fairer.
Build Boolean search strings to source candidatesReady-to-paste Boolean and X-ray search strings, with synonyms and variations, to find candidates for a hard role.
Build employee personas from workforce data to guide hiringData-based personas of your current staff that sharpen hiring profiles, recruitment messaging, and retention, without stereotyping.
Check layoff selection decisions for fairness and adverse impactReviews proposed layoff selections against your criteria and flags inconsistencies and potential disparate impact before decisions are final.
Check whether a manager's documentation supports disciplinary actionStress-tests a manager's evidence before a warning or termination and tells you what is missing and what risks exist.
Coach a manager before they have a difficult conversation with an employeeGives an HR partner a coaching plan and checklist to prepare a manager for a tough employee conversation without creating legal risk.
Compare driver pay models and pick a fair, competitive structureModels per-mile, hourly, percentage, and salary pay for my drivers, showing weekly earnings, cost, and fairness trade-offs.
Compare freelancer proposals and choose who to hireA side-by-side comparison of freelancer proposals with red flags, hidden costs, call questions, and ready-to-send replies.
Compare my finalists side by side and choose who to hireAn evidence-based comparison of final candidates against the same criteria, with disagreements, bias flags, and a clear recommendation.
Create a fair work-sample exercise and rubric for candidatesA realistic, time-boxed exercise based on the actual job, with a level-by-level scoring rubric and follow-up questions.
Create a manager toolkit for rolling out a new HR processBuilds a manager guide, talking points, FAQs, and timeline so managers can roll out a new HR process consistently.
Create a new-hire onboarding planA 30-60-90 onboarding plan and welcome pack for a new employee.
Create a resume screening rubricObjective screening criteria and a shortlist rationale that reduce bias.
Create a sales role-play to assess account executive candidatesA realistic role-play exercise for sales interviews with a buyer script, scoring rubric, and consistent instructions for every candidate.
Create an employee development planA personalized growth plan with goals, experiences, learning, and support.
Create an employee recognition programMeaningful, low-cost recognition practices and programs that fit your culture.
Create an interview prep guide to send candidatesA candidate-facing guide explaining the interview stages, what we assess, logistics, and accommodations so candidates can perform their best.
Decide whether I'm ready to hire my first employeeTests whether your workload and cash justify a first hire, and which arrangement fits: part-time, full-time, contractor, or not yet.
Define HR metrics, standard reports, and data access rulesOne agreed definition for each HR metric, a standard report set by audience, and privacy rules for who sees what.
Define the outcomes a new hire must deliver in their first yearA one-page success profile with measurable first-year outcomes and the competencies behind them, to anchor every hiring step.
Design a bonus or sales compensation planBonus, commission, and incentive structures that drive the right behavior.
Design a fair paid time off (PTO) policyA PTO policy covering accrual, requests, carryover, emergencies, and misuse, plus manager guidance for applying it consistently.
Design a mentoring program for my organizationA structured mentoring program with goals, matching approach, roles, timeline, and materials for mentors and mentees.
Design a relocation and international assignment support packageSets out what support to offer relocating employees, the legal, tax, and retention risks of leaving gaps, and how to manage them.
Design a volunteer role, recruitment post, and onboarding planA clear volunteer position description, a recruiting message, screening steps, and a first-month plan that keeps volunteers coming back.
Design an employee equity compensation planA stage-appropriate plan covering equity instruments, pool size, grant guidelines, vesting terms, pitfalls, and how to explain it to employees.
Design an employee wellness program people actually useA needs-based wellness program with mixed offerings, policy fixes, an engagement plan, privacy-safe measurement, and a 12-month roadmap.
Design an interview loop where every interviewer checks something differentA stage-by-stage interview process with a coverage matrix, interviewer briefs, and fewer wasted hours for candidates and the team.
Design pay, benefits, and rewardsCompensation philosophy, total rewards, benefits, and pay-equity reviews.
Draft an HR policy or handbook sectionClear, fair policy drafts for the handbook — leave, remote work, conduct, data, and more.
Evaluate a flexible work request fairly and consistentlyAssesses a remote, hybrid, or schedule change request against business needs and policy, and drafts a clear decision.
Evaluate a request for a retention counteroffer or off-cycle raiseHelps you decide whether to match an outside offer or grant an off-cycle raise, considering flight risk, equity, and precedent.
Explain the stock options in a startup job offer to a candidateA plain-language equity explainer for a candidate covering grant size, vesting, strike price, and what it could be worth.
Find and recruit an independent board directorA profile, sourcing plan, outreach message, and evaluation process for adding an independent director to your board.
Find out why my drivers quit and build a retention planAnalyzes driver turnover by tenure, terminal, and dispatcher, finds the real reasons drivers leave, and sets a 90-day plan.
Handle a candidate's counteroffer or competing offerA plan to understand and respond to a counteroffer or rival offer without overpaying or losing a strong candidate.
Handle a workplace accommodation request step by stepGuides you through an accommodation request with an interactive-process plan, questions to ask, options, and a written response.
Handle salary expectation questions early in the hiring processTalk tracks for discussing pay early, so recruiters align expectations without losing candidates or breaking pay laws.
Interview and test candidates for a support agent roleInterview questions, a realistic written ticket test, and a scoring rubric to hire strong support agents fairly.
Interview teacher candidates with questions and a demo lesson rubricBuilds a structured interview, scoring guide, and demo lesson rubric for hiring teachers fairly.
Keep your best people: an employee retention planStay-interview questions, retention risks, and targeted actions to keep key employees.
Launch an employee referral campaign that brings in quality hiresA referral program refresh with a clear ask, employee messaging, fair rewards, and tracking to grow quality referrals.
Make a job offer and get ready for my first employee's first dayAn offer call script, a friendly offer letter, a pre-start paperwork checklist, and a simple first-day plan.
Pitch my brokerage to an agent I'm recruitingA recruiting pitch and comparison that shows an agent their real net income at my brokerage versus their current one.
Plan a campus and early-career recruiting programA semester-by-semester campus recruiting plan with target schools, events, assessment approach, and success metrics.
Plan a fair workplace investigationInvestigation plan, interview questions, and report structure for a workplace complaint.
Plan a hiring event or job fair that produces hiresA complete plan for a hiring event or job fair, from promotion and on-the-spot screening to follow-up within 48 hours.
Plan a termination meeting with a script and checklistCreates a respectful termination meeting script plus a before, during, and after checklist so nothing is missed on the day.
Plan an employee's leave of absence and return to workMaps out eligibility questions, a leave timeline, coverage plan, and a return-to-work checklist for an employee taking extended leave.
Plan an equity refresh for key employeesA fair, budgeted plan for refresh grants to retain key people, with criteria, sizing logic, and how to explain it.
Plan an internal communications campaign for a changeA multi-week employee communication plan with key messages, channels, sequencing, manager toolkits, and ways to measure understanding.
Plan credentialing and payer enrollment for a new providerA timeline and checklist for licensing, hospital privileges, CAQH, and payer enrollment so a new clinician can see and bill patients from day one.
Plan high-volume hiring for hourly or frontline rolesA fast, fair high-volume hiring plan for frontline roles, with a lean process, sourcing mix, and weekly capacity math.
Plan how to hire for a roleSourcing channels, outreach, employer brand, timeline, and process for filling a role.
Plan peak-season store staffing within my labor budgetSeasonal hiring numbers, a day-part coverage model, labor as a percentage of sales, and scheduling-law checks for the holiday rush.
Plan the offer call and close a candidateA closing plan and offer call script that surfaces risks early and helps the candidate say yes with confidence.
Prepare a performance review with calibrated feedbackEvidence-based review drafts and calibrated, specific feedback.
Prepare a recruiter phone screen for a specific roleA structured 20-30 minute screening call script with must-have checks, logistics questions, and a consistent scoring note.
Prepare everything before a new hire's first dayA countdown checklist with owners, a welcome email, and a team announcement so day one runs smoothly.
Protect employee data with an HR data privacy planA checklist of controls, retention rules, and an employee privacy notice outline for the HR data your company holds.
Push back on unrealistic hiring requirements with dataA respectful, evidence-backed conversation plan to reset a role's requirements, pay, or timeline when the search is stalling.
Re-engage past candidates and silver medalists for new rolesA plan and messages to rediscover strong past candidates in my ATS and bring them back for new openings.
Respond in writing to a formal employee grievanceDrafts a fair, reasoned written grievance outcome that addresses each point raised and explains appeal options.
Respond to a harassment or discrimination complaint in the first 48 hoursGives a step-by-step first-response plan for a new complaint: intake, interim measures, documentation, and next steps.
Review succession and bench strengthIdentifies successors for key roles, readiness, and development actions.
Run a fair 360-degree feedback processA 360-degree feedback process design with rater selection, questions, confidentiality rules, and debrief steps that avoid the usual mistakes.
Run a simple, fair interview process for my first hireA lightweight screening, interview, and trial-task process with a scorecard, built for an owner with no HR team.
Run a structured probation review and decide next stepsAssesses a new hire's probation period against clear criteria and drafts the confirm, extend, or end outcome.
Run an end-of-onboarding review with a new hire at 90 daysAn agenda, questions, goal-by-goal assessment, and written summary to close out onboarding fairly and set the next quarter.
Run reference checks that reveal useful informationA reference check question set, call guide, and summary template focused on job-relevant evidence rather than polite generalities.
Set 30-60-90 day goals for a new team memberPhased learning and delivery goals for someone new on your team, with a check-in rhythm and early warning signs.
Train hiring managers to run fair, effective interviewsA short interviewer training session with practice exercises, do's and don'ts, and a quick reference card.
Turn 360-degree feedback interviews into a clear themed reportOrganizes interview responses from managers, peers, and direct reports into themes, strengths, development areas, and anonymized quotes.
Turn business goals into an annual people plan for my client groupConnects a business unit's strategy to a prioritized HR plan with initiatives, owners, timing, and success measures.
Turn our team's documents into an onboarding guide for new hiresTurns a pile of team documents, wikis, and notes into a structured onboarding guide with what to read, learn, and do in the first 30 days.
Work out the true cost of my first employeeA line-by-line budget for a first hire, including taxes, insurance, and training time, plus what the role must bring in to pay off.
Write a candidate submittal summary for the hiring managerA concise, evidence-based candidate write-up that helps a busy hiring manager decide quickly whether to interview.
Write a career level framework for a job familyCreates clear level definitions for a job family so managers can make consistent hiring, promotion, and pay decisions.
Write a civil service job posting with minimum qualificationsA merit-system job announcement with clear minimum qualifications, supplemental questions, and an exam plan that screens fairly.
Write a clear offer letter for my chosen candidateA warm, accurate offer letter and cover email, plus a checklist for everything between the candidate's yes and day one.
Write a confidential position spec for an executive searchA polished, discreet executive position specification covering the mandate, success profile, and candidate pitch.
Write a fair performance improvement plan (PIP)A specific, supportive, and documented improvement plan with clear expectations.
Write a fair, well-documented written warningDrafts a formal disciplinary warning that states facts, expectations, and consequences clearly and holds up to later review.
Write a follow-up sequence for candidates who haven't repliedA 3-4 touch follow-up cadence for silent candidates that adds new value each time and ends gracefully.
Write a guide for my new hire's onboarding buddyA one-to-two page guide telling a buddy what to do week by week, what to share, and what to escalate.
Write a job post for my first hire and pick where to share itA job post that sells the real day-to-day of a small business, with screening questions and the best places to share it.
Write a layoff communication package for managers and employeesProduces the employee notice, manager talking points, FAQ, and remaining-team message for a reduction in force, all consistent with each other.
Write a project brief to find the right freelancerA tight freelancer brief with scope, deliverables, budget, and screening questions, so quotes are accurate and comparable.
Write a truck driver job ad that attracts qualified driversA driver recruiting ad that leads with pay, home time, routes, and equipment, the details drivers actually compare, plus a screening checklist.
Write an employee announcement or internal messageClear, human internal communications — changes, news, policies, and benefits.
Write an inclusive job descriptionA clear, inclusive job description and success profile that attracts the right candidates.
Write an outcome-based scorecard for an executive hireA scorecard defining mission, measurable outcomes, and competencies for a senior hire, used to align interviewers and recruiters.
Write kind, clear rejection messages for candidates at every stageRespectful rejection emails and call talking points tailored to how far a candidate got in the process.
Write recruiting outreach messages that candidates reply toShort, personalized first-touch messages to passive candidates, with subject lines and versions for InMail, email, and text.

HR & Hiring AI prompts

107 HR & Hiring prompts

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