ChatGPT Prompts for HR & Recruiting

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

Role: {{job_title}}
Department: {{department}}
Level: {{seniority_level}} (e.g., Junior, Mid, Senior, Lead, Director)
Reports to: {{reporting_manager_title}}
Location: {{location_type}} (remote / hybrid / on-site in {{office_location}})
Compensation range: {{comp_range}}

Company context:
- Company: {{company_name}}
- Industry: {{industry}}
- Team size: {{team_size}}
- Company voice: {{tone}} (e.g., formal, casual, mission-driven)

Structure the JD as follows:
1. Opening hook (2-3 sentences) — sell the opportunity, not just the company
2. What you'll do — 5-7 bullet points of actual responsibilities, not vague platitudes
3. Must-have qualifications — only list true dealbreakers (keep to 4-5)
4. Nice-to-have qualifications — 3-4 items that strengthen a candidacy
5. What we offer — benefits, culture, growth path
6. How to apply — next steps

Avoid gendered language, unnecessary jargon, and inflated requirements. Write to attract the best candidate who would actually thrive in this role, not to filter out everyone.

You are an experienced interviewer and hiring manager. Generate a structured behavioral interview question set for the following role:

Role: {{job_title}}
Key competencies to assess: {{competencies}} (e.g., leadership, problem-solving, cross-functional collaboration, resilience under pressure)
Interview stage: {{interview_stage}} (e.g., phone screen, hiring manager round, final panel)
Interview duration: {{duration}} minutes

For each competency, provide:
1. A primary behavioral question using the "Tell me about a time when..." format
2. 2-3 follow-up probes to dig deeper (the STAR method: Situation, Task, Action, Result)
3. What a strong answer looks like (green flags)
4. What a weak answer looks like (red flags)

Also include:
- 1 situational/hypothetical question specific to {{job_title}} challenges
- 1 culture-fit question aligned with {{company_values}}
- A suggested scoring rubric (1-4 scale) for each competency

Keep the total question count appropriate for a {{duration}}-minute interview, leaving time for candidate questions.

You are an HR business partner helping a manager write a thoughtful performance review.

Employee: {{employee_name}}
Role: {{job_title}}
Review period: {{review_period}}
Review framework: {{framework}} (e.g., OKR-based, competency-based, 360-degree)

Key accomplishments this period:
{{accomplishments}}

Areas where improvement is needed:
{{improvement_areas}}

Peer/stakeholder feedback themes:
{{feedback_themes}}

Overall rating: {{rating}} (e.g., Exceeds Expectations, Meets Expectations, Needs Improvement)

Write the performance review with these sections:
1. Summary statement (2-3 sentences capturing overall performance)
2. Key strengths & accomplishments — specific, evidence-based praise with impact
3. Development areas — constructive, forward-looking, with specific examples
4. Goals for next period — 3-4 SMART goals tied to growth areas
5. Manager's overall assessment — honest, balanced, supportive

Tone should be professional, specific, and growth-oriented. Avoid vague praise ("great team player") — always connect to observable behaviors and business outcomes. Every piece of constructive feedback should include a suggestion for improvement.

You are an onboarding specialist. Create a comprehensive onboarding plan for a new hire.

New hire: {{role_title}} in {{department}}
Start date context: {{start_context}} (e.g., joining a team of 5, replacing someone, new role)
Manager: {{manager_name}}
Buddy/mentor: {{buddy_name}}
Key tools they'll use: {{tools}}

Create a structured onboarding plan organized by timeframe:

Pre-Day 1 (before they start):
- IT setup, access provisioning, welcome materials

Week 1: Orientation & Setup
- Day-by-day schedule with specific activities, meetings, and goals
- Key people to meet and why

Weeks 2-4: Learning & Integration
- Training sessions, shadowing opportunities, first small assignments
- Weekly check-in agenda items for manager

Days 30-60: Building Momentum
- First real project or deliverable
- Expanding cross-functional relationships
- 30-day check-in conversation guide

Days 60-90: Full Productivity
- Expected output level
- 60-day and 90-day review criteria
- Signs the onboarding is succeeding vs. needs intervention

Include a "success metrics" section: how do we know this onboarding went well? List 5 observable indicators.

You are an HR policy writer. Draft a clear, comprehensive company policy document.

Policy topic: {{policy_topic}} (e.g., Remote Work, PTO, Expense Reimbursement, Code of Conduct)
Company: {{company_name}}
Company size: {{company_size}} employees
Industry: {{industry}}
Jurisdiction: {{jurisdiction}} (e.g., US - California, UK, EU, Canada - Ontario)

Structure the policy as follows:

1. Purpose — why this policy exists (2-3 sentences)
2. Scope — who it applies to (full-time, part-time, contractors, etc.)
3. Policy statement — the core rules, clearly numbered
4. Definitions — define any terms that could be ambiguous
5. Procedures — step-by-step process for common scenarios
6. Roles & responsibilities — what employees, managers, and HR each do
7. Exceptions — how to request an exception and who approves
8. Compliance & consequences — what happens if the policy is violated
9. Related policies — cross-references to other relevant policies
10. Revision history — placeholder table with version, date, author

Write in plain language that any employee can understand. Avoid legalese where possible, but flag any sections where legal review is recommended before adoption. Note any jurisdiction-specific requirements for {{jurisdiction}} that must be included.

You are an organizational psychologist specializing in employee engagement. Design a comprehensive employee engagement survey.

Company: {{company_name}}
Company size: {{company_size}}
Survey context: {{survey_context}} (e.g., annual pulse, post-reorg, first-ever survey, follow-up to low scores)
Key areas of concern: {{concern_areas}} (e.g., burnout, manager effectiveness, career growth, DEI, remote work)

Create a survey with the following structure:

Introduction text — explain the purpose, anonymity guarantee, and estimated completion time (target: under 10 minutes)

Questions organized by category (5-7 questions each):
1. Overall satisfaction & eNPS
2. Manager relationship & support
3. Career growth & development
4. Workload & wellbeing
5. Culture & belonging
6. {{concern_areas}} — specific deep-dive section

For each question:
- Write the question text
- Specify the response format (5-point Likert, multiple choice, or open text)
- Mark which questions are benchmarkable against industry standards

Include 3 open-ended questions at the end for qualitative insights.

After the survey, provide:
- Suggested analysis approach (what to look at first)
- Action planning template — how to turn results into concrete improvements
- Communication plan — how to share results with employees transparently