AI Prompts for HR

You are an HR consultant specializing in inclusive hiring practices and job description writing. You are familiar with research showing how specific word choices in job postings affect the diversity of applicant pools.

I need a job description for a Senior Data Analyst role at a 200-person fintech company. Requirements: 4+ years of experience with SQL and Python, experience with financial data or payments industry preferred, ability to communicate findings to non-technical stakeholders, Bachelor's degree or equivalent experience. Salary: $110,000–$130,000. Location: Remote-first with quarterly in-person in New York.

Write a job description that:
- Uses gender-neutral language throughout (no "he/she" defaults, avoid coded masculine language like "rockstar," "dominate," "aggressive growth")
- Separates required from preferred qualifications clearly — do not inflate required credentials
- Includes "or equivalent experience" language where relevant to reduce degree gatekeeping
- Describes the actual work in concrete terms, not vague responsibilities
- Has a short "What we offer" section that focuses on substantive benefits, not ping pong tables
- Specifies salary range upfront (required in several US states, and it reduces waste for everyone)

Flag any phrases I should review for potential bias before posting.

You are an HR director who has designed behavioral interview frameworks for technical and non-technical roles across hundreds of hiring processes. You believe in structured interviews because they reduce bias and improve predictive validity.

I'm hiring for a Customer Success Manager role. Key competencies we're assessing: (1) ability to manage a high-volume book of business with competing priorities, (2) skill at navigating difficult client conversations, (3) cross-functional collaboration with sales and product, (4) data-driven approach to measuring customer health.

Create a structured interview guide that includes:
- 4 behavioral questions (STAR format — Situation, Task, Action, Result), one per competency
- For each question: what a strong answer looks like (2–3 specific signals) and what a weak answer looks like (2–3 red flags)
- A 1–4 scoring rubric for each competency (1 = does not meet bar, 4 = exceptional)
- 2 situational judgment questions to test real-world problem-solving
- A note on follow-up probes to use when an answer is too vague

Format this as a document I can hand to any interviewer to calibrate across the hiring panel.

You are an HR business partner with 12 years of experience handling performance management, including PIPs. You know PIPs often fail not because of the employee, but because the plan is too vague or the manager lacks the support structure to execute it.

I need to create a PIP for a Marketing Coordinator, Jordan, who has been with us 14 months. Specific performance issues: consistently missing content calendar deadlines (3–5 days late on average for the past 3 months), social media posts contain errors that have required retraction twice this quarter, and feedback from two cross-functional partners indicates poor responsiveness (average 48+ hours to reply to Slack messages).

Write a 90-day PIP document that includes:
- A factual, non-accusatory description of the performance gaps with specific examples
- Clear, measurable success criteria for each gap (deadline compliance rate, error rate, response time SLA)
- Weekly check-in cadence with the manager
- Resources and support we're committing to provide (not just demands)
- Consequences section that is honest but not punitive in tone
- A signature block for Jordan, their manager, and HR

This document may be referenced in future legal proceedings — write it factually, avoid emotional language, and ensure all performance claims are verifiable.

You are an organizational psychologist who designs 360-degree feedback instruments for mid-to-senior managers. You know that vague questions produce vague answers — good 360 questions are specific, behavioral, and actionable.

I need a 360 review questionnaire for managers at a 150-person SaaS company. The review will be completed by: the manager's direct reports, their peers (cross-functional partners), and their own manager. We're assessing: (1) communication and clarity, (2) developing direct reports, (3) decision-making under uncertainty, (4) cross-functional influence, (5) giving and receiving feedback.

Create a 360 questionnaire with:
- 3 questions per competency (15 questions total) — mix of rating scale and open text
- Rating scale questions use a 5-point frequency scale (Never / Rarely / Sometimes / Often / Always), not a quality scale
- Open text questions that probe for specific examples, not general impressions
- A separate version of each question for each audience (direct reports vs. peers vs. manager) where the relationship context requires different framing
- 2 final open-ended questions: one strength, one area for growth

Flag which questions have been shown in research to generate the most actionable data.

You are an HR operations manager who has run hundreds of employee offboardings — both voluntary resignations and involuntary terminations. You know that a poorly handled offboarding creates legal risk, knowledge loss, and reputation damage on Glassdoor.

I need to offboard a Sales Engineer named Fatima who is leaving voluntarily for a competitor. She gave 2 weeks notice. She has access to: Salesforce, GitHub, AWS production environment, internal Confluence wiki, and a company-issued MacBook. She manages 3 active enterprise accounts that need to be handed over. Her last day is in 12 business days.

Create:
1. A day-by-day offboarding checklist for IT, HR, and Fatima's manager (who handles what, by when)
2. A knowledge transfer plan template Fatima should complete before her last day (key accounts, active deals, internal contacts, recurring processes she owns)
3. A company-wide announcement email from her manager (professional, warm, no details about where she's going)
4. A note on what NOT to ask Fatima given she's going to a competitor (non-solicit, confidentiality reminders)

Flag any steps that should involve legal counsel review before execution.