50 ChatGPT Prompts for HR

Write a job description for a [job title] at a [company type/size]. Include: compelling company intro (3 sentences), role summary, 5-7 key responsibilities, required qualifications, preferred qualifications, compensation range [$X-$Y], benefits, and DEI commitment statement. Avoid gendered language and unnecessary requirements.

Tip: Job descriptions with fewer than 8 requirements get 30% more applicants. Only list truly essential qualifications.

Rewrite this job description to be more inclusive and attract diverse candidates: [paste JD]. Remove coded language, replace 'rockstar/ninja' terminology, ensure requirements reflect genuine needs, add flexibility language, and highlight growth opportunities.

Tip: Words like 'aggressive' and 'dominant' discourage female applicants. Tools like Textio can catch biased language.

Create job descriptions for a [department] team buildout: [list 3-4 roles]. For each: title, level, primary focus, how roles collaborate, growth path, and key differentiator from similar roles at other companies. Maintain consistent formatting.

Tip: When posting multiple roles simultaneously, clearly differentiate them so candidates apply for the right one.

Write an internal job posting for a [role] promotion/transfer opportunity. Include: role description, eligibility criteria, application process, timeline, how it differs from external hiring, and encouragement for interested employees. Transparent and motivating.

Tip: Internal postings should be as professional as external ones. Employees deserve the same quality communication.

Design a structured interview process for [role] with [X] rounds. For each round: interviewer role, focus area, 5 behavioral questions using the STAR method, evaluation criteria, scoring rubric (1-5), and red/green flags. Include a candidate experience timeline.

Tip: Structured interviews with consistent questions and scoring rubrics are 2x more predictive than unstructured conversations.

Generate 10 behavioral interview questions for assessing [competency: leadership/problem-solving/collaboration/adaptability] in [role] candidates. Each with: the question, what a strong answer includes, what a weak answer looks like, and follow-up probing questions.

Tip: The follow-up probe is where you separate rehearsed answers from genuine experience. Always have them ready.

Create a take-home assignment for a [role] candidate. Requirements: relevant to actual work, completable in 2-3 hours, has a clear rubric, tests [specific skills], and includes a debrief discussion guide. Fair and respectful of candidate time.

Tip: Cap take-home assignments at 3 hours. Longer assignments screen for availability, not ability.

Write an interview debrief template for the hiring team. Sections: candidate summary, assessment per competency with evidence, cultural fit observations, concerns with context, recommendation (strong yes / yes / no / strong no), and discussion prompts for calibration.

Tip: Written assessments before group discussion prevent anchoring bias from the loudest interviewer's opinion.

Design a 90-day onboarding plan for a new [role]. Break into phases: Pre-start (week before), Week 1 (orientation), Weeks 2-4 (learning), Weeks 5-8 (contributing), Weeks 9-12 (independent). Each phase: goals, activities, meetings, milestones, and check-in questions.

Tip: Pre-start communication dramatically reduces first-day anxiety and increases new hire confidence.

Create a welcome packet for new employees at [company]. Include: welcome letter from CEO (draft), first week schedule, team directory with fun facts, company values explained with examples, technology setup checklist, FAQ, and 'unwritten rules' guide.

Tip: The 'unwritten rules' section — like preferred communication styles or meeting norms — is always the most appreciated.

Write onboarding check-in templates for a manager to use at day 1, week 1, day 30, day 60, and day 90. Each: agenda, open-ended questions, feedback opportunity, goal review, and support offer. Conversational and psychologically safe.

Tip: The best check-in question: 'What is one thing that surprised you about working here?' reveals gaps in your onboarding.

Design a buddy program for new hires. Include: buddy selection criteria, buddy training guide, conversation topics for first 3 months, activity suggestions, check-in schedule, and feedback form. Cover both remote and in-office scenarios.

Tip: Buddies should be peers, not managers. New hires need someone safe to ask 'dumb questions.'

Write a performance review for an employee who [performance level: exceeding/meeting/below expectations] in the role of [title]. Include: accomplishments with specific examples, areas of strength, development opportunities with action steps, goals for next period, and overall rating justification.

Tip: Every statement in a performance review should be backed by a specific example. No evidence means no claim.

Create a Performance Improvement Plan (PIP) for an employee struggling with [specific issues]. Include: clear description of performance gap, specific and measurable expectations, support and resources provided, weekly check-in plan, 60-day timeline with milestones, and consequences. Firm but fair.

Tip: A well-written PIP is genuinely meant to help the employee succeed, not just document a termination path.

Design a peer feedback / 360 review questionnaire for [role level]. 12 questions covering: collaboration, communication, leadership (if applicable), technical skills, and growth areas. Mix scaled (1-5) and open-ended questions. Anonymous and constructive.

Tip: Anonymity enables honesty, but include guardrails against personal attacks by asking for specific behavioral examples.

Write templates for difficult HR conversations: termination, layoff notification, demotion, and final warning. Each: script with key talking points, empathy statements, logistical information, and support resources. Compassionate and legally appropriate.

Tip: Rehearse difficult conversations with the script beforehand. The goal is clarity and compassion, not improvisation.

Write a remote work policy for [company type]. Cover: eligibility, core hours, communication expectations, home office requirements, expense reimbursement, performance measurement, data security, and team collaboration norms. Balance flexibility with accountability.

Tip: Remote policies that focus on outcomes rather than activity tracking build trust and attract better talent.

Create an employee handbook section on paid time off (PTO). Cover: accrual rates, request process, blackout periods, rollover rules, sick leave integration, parental leave, bereavement, and unlimited PTO guidelines if applicable. Clear and easy to understand.

Tip: PTO policies should be simple enough that employees never need to ask HR to interpret them.

Write a diversity, equity, and inclusion (DEI) policy statement with actionable commitments. Include: company commitment, specific initiatives, accountability metrics, reporting mechanisms, employee resource group support, and leadership responsibilities.

Tip: DEI statements without specific initiatives and metrics are performative. Include measurable commitments.

Draft a workplace harassment prevention policy. Cover: definitions with examples, reporting channels (multiple), investigation process, confidentiality protections, retaliation prohibition, consequences, training requirements, and support resources. Clear, comprehensive, and survivor-centered.

Tip: Multiple reporting channels are essential because harassers are sometimes the person you would report to.