HR managers juggle an enormous range of responsibilities — from sourcing top talent and crafting inclusive job descriptions to navigating complex employee relations and building cultures where people actually want to stay. AI tools like ChatGPT can dramatically reduce the administrative burden and help you think more strategically across every pillar of the HR function. Whether you're a solo HR generalist or part of a large people team, these 35 prompts are designed to save you time and elevate your impact.
Recruitment and Job Descriptions
1. Write an inclusive job description
Write a job description for a [Job Title] role at a [industry] company. Include responsibilities, required qualifications, preferred qualifications, and a company culture blurb. Use inclusive, bias-free language and avoid jargon. The role is [remote/hybrid/on-site].
2. Generate structured interview questions
Create 10 structured behavioral interview questions for a [Job Title] candidate. For each question, include the competency it assesses and a brief note on what a strong answer looks like. Focus on competencies like problem-solving, collaboration, and adaptability.
3. Build a candidate scorecard
Build an interview scorecard for hiring a [Job Title]. List 6-8 evaluation criteria, a 1-5 rating scale with descriptions for each score, and space for interviewer notes. Make it easy for multiple interviewers to compare candidates objectively.
4. Write a compelling job posting intro
Write an attention-grabbing opening paragraph for a job posting for a [Job Title] at [Company Name]. The company's mission is [mission]. Make it sound exciting and human — avoid corporate clichés. The ideal candidate cares about [key value 1] and [key value 2].
5. Draft a candidate rejection email
Write a warm, professional rejection email for a candidate who interviewed for a [Job Title] role but was not selected. Thank them for their time, acknowledge their effort, keep the door open for future opportunities, and avoid vague or dismissive language.
Onboarding and Employee Experience
6. Create a 30-60-90 day onboarding plan
Create a 30-60-90 day onboarding plan for a new [Job Title] joining a [industry] company. For each phase, include key learning objectives, relationships to build, projects or tasks to complete, and success milestones. Make it practical and welcoming.
7. Write a new hire welcome message
Write a warm welcome message from the HR team to a new employee starting as a [Job Title]. Include excitement about them joining, a brief overview of their first week, who to contact with questions, and an encouraging closing. Keep it friendly and human.
8. Design a new hire survey
Create a 10-question new hire experience survey for employees completing their first 30 days. Include questions about onboarding clarity, manager support, team integration, tool access, and overall first impression. Use a mix of rating scales and open-ended questions.
9. Write an onboarding FAQ document
Create an onboarding FAQ document for new employees at a [company type] company. Cover topics like payroll and benefits enrollment, time-off policies, IT setup, performance expectations, and company communication norms. Use a friendly, clear tone.
10. Draft a buddy program guide
Write a guide for an employee buddy program designed to support new hires in their first 90 days. Include the buddy's role and responsibilities, suggested check-in topics for weeks 1, 4, 8, and 12, and tips for making the relationship valuable. Keep it concise and actionable.
Performance Management and Reviews
11. Write a performance review template
Create a performance review template for a [Job Title] in a [industry] company. Include sections for goal achievement, core competencies, strengths, areas for development, manager comments, employee self-reflection, and goal-setting for the next period. Use clear rating criteria.
12. Rephrase vague performance feedback
I need to give performance feedback to an employee but my notes are vague. Rewrite the following feedback to be specific, constructive, and actionable: [paste your vague feedback]. Maintain a professional and supportive tone.
13. Create SMART goals for a role
Help me write 5 SMART performance goals for a [Job Title] for the upcoming quarter. The team's priorities are [priority 1], [priority 2], and [priority 3]. Each goal should include a specific metric, a realistic timeline, and a clear definition of success.
14. Write a performance improvement plan (PIP)
Draft a performance improvement plan (PIP) for an employee in the role of [Job Title] who is struggling with [specific issue, e.g., meeting deadlines, quality of work]. Include a statement of concern, specific measurable expectations, a support plan, a 60-day timeline, and consequences if improvement is not achieved.
15. Prepare talking points for a difficult review conversation
Help me prepare talking points for a performance review conversation with an employee who has been underperforming in [area]. I want to be direct but empathetic. Include how to open the conversation, how to present feedback, how to invite their perspective, and how to close with a clear action plan.
Employee Relations and Conflict Resolution
16. Draft a response to a workplace complaint
An employee has submitted a complaint about [general issue, e.g., feeling excluded from team meetings, concerns about a manager's tone]. Draft an HR acknowledgment email that confirms receipt of the complaint, explains the next steps in the investigation process, and reassures the employee their concern is taken seriously — without making any admissions.
17. Prepare for a mediation conversation
Help me prepare to facilitate a mediation conversation between two employees who are in conflict over [general description of the conflict]. Provide an opening script, 5 neutral questions to surface each person's perspective, and a framework for reaching a mutually agreed resolution.
18. Write a formal written warning
Draft a formal written warning for an employee in the role of [Job Title] regarding [issue, e.g., repeated tardiness, inappropriate conduct]. Include a description of the issue, relevant dates, prior verbal warnings given, expected behavior going forward, and consequences of continued violations. Keep the tone firm but professional.
19. Create an employee relations FAQ for managers
Create an FAQ guide for people managers on how to handle common employee relations situations including: an employee crying in a meeting, two team members in open conflict, an employee disclosing a personal hardship, and a complaint about another team member. Provide practical, legally mindful guidance for each.
20. Write a policy violation conversation script
Write a script for an HR manager to use when meeting with an employee to discuss a policy violation related to [type of violation]. The script should open with context-setting, clearly explain the violation, give the employee a chance to respond, outline next steps, and close professionally.
Learning and Development Programs
21. Design a training needs assessment
Create a training needs assessment survey for [department or role]. Include questions that identify current skill gaps, learning preferences, career development goals, barriers to participation, and preferred formats (e.g., workshops, e-learning, coaching). Aim for 12-15 questions.
22. Build a learning path for a role
Design a 6-month learning and development path for a new [Job Title]. Include recommended skills to develop, suggested resources (courses, books, mentors, stretch assignments), monthly milestones, and how progress will be measured. Tailor it to someone in their first year in the role.
23. Write a lunch-and-learn session outline
Create a 45-minute lunch-and-learn session outline on the topic of [topic, e.g., giving and receiving feedback, unconscious bias, resilience at work]. Include learning objectives, an agenda with timing, discussion prompts, a key takeaway activity, and suggested follow-up resources.
24. Create a manager development program framework
Outline a 3-month manager development program for first-time people managers at a [company size] company. Include core competencies to develop, weekly or bi-weekly session topics, self-assessment tools, peer learning components, and a final capstone project. Make it practical and scalable.
25. Write a post-training evaluation form
Create a post-training evaluation form for a [training topic] session. Include questions that assess knowledge retention, practical applicability, facilitator effectiveness, overall satisfaction, and suggestions for improvement. Use a mix of Likert scales and open-ended responses.
HR Policy and Compliance Documentation
26. Draft a remote work policy
Draft a remote work policy for a [company size] company in the [industry] sector. Cover eligibility criteria, expectations around availability and communication, equipment and expense guidelines, data security requirements, and performance accountability. Use clear, plain language.
27. Summarize a complex policy in plain language
Rewrite the following HR policy excerpt in plain, easy-to-understand language for employees without an HR or legal background. Preserve all key requirements but eliminate jargon and overly formal phrasing: [paste policy text].
28. Create an HR policy FAQ
Create an employee-facing FAQ for our [policy name, e.g., parental leave policy, expense reimbursement policy]. Anticipate the 10 most common employee questions and provide clear, concise answers. Include a note about who to contact for additional questions.
29. Write a policy update announcement
Write a company-wide email announcement informing employees of an update to the [policy name]. Explain what changed, why it changed, when it takes effect, and where employees can find the full updated policy. Keep the tone transparent and approachable.
30. Build a compliance training outline
Create an outline for a mandatory annual compliance training module on [topic, e.g., harassment prevention, data privacy, workplace safety]. Include learning objectives, key content sections with main points, scenario-based examples, a knowledge check quiz structure, and an attestation statement.
Culture, Engagement and Retention
31. Design an employee engagement survey
Create a 15-question employee engagement survey for a [company size] organization. Cover dimensions including belonging, manager relationship, growth opportunities, workload balance, recognition, and alignment with company mission. Include a mix of rating scales and two open-ended questions. Ensure questions are unbiased and actionable.
32. Write a recognition program framework
Design a peer-to-peer employee recognition program for a [company size] company. Include the program name, nomination process, recognition categories, frequency and format of recognition (public vs. private), reward options, and how the program will be communicated and sustained over time.
33. Create a stay interview guide
Create a stay interview guide for managers to use with their direct reports. Include an introduction script, 10 thoughtful questions that surface what motivates employees, what might make them leave, and what the company can do better. Add tips for making the conversation feel safe and genuine rather than performative.
34. Develop a culture values activation plan
Our company's core values are [value 1], [value 2], and [value 3]. Create a 90-day activation plan to bring these values to life beyond the posters on the wall. Include team rituals, hiring practices, recognition tie-ins, manager behaviors, and communication touchpoints that reinforce each value.
35. Write a retention risk analysis framework
Create a retention risk assessment framework that HR and managers can use to identify employees at risk of leaving. Include risk indicators to watch for (e.g., behavioral, engagement, performance-related), a simple scoring or tiering approach, and a menu of proactive retention interventions to consider based on risk level.
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Works with ChatGPT, Claude, and DeepSeek.
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