AI Prompts for HR & Recruiters: 40+ Ready-to-Use Templates

TL;DR - Best AI Prompts for HR & Recruiters

Looking for ready-to-use AI prompts for HR and recruiting? This guide contains 40+ copy-paste prompts that work with ChatGPT, Claude, and Gemini. Each prompt includes placeholders you can customize for your organization. For foundational prompting skills, see the Prompt Engineering Fundamentals guide.

What’s included:

• Job Posting Prompts — Create compelling, inclusive job descriptions that attract top talent
• Screening Prompts — Evaluate resumes and assess candidate fit objectively
• Interview Prompts — Generate structured interview questions and evaluation guides
• Outreach Prompts — Craft personalized candidate messages that get responses
• Onboarding Prompts — Design comprehensive onboarding experiences
• Performance Prompts — Write reviews, feedback, and development plans
• Communication Prompts — Draft policies, announcements, and employee messages

💡 Pro tip: Include your company culture, values, and specific role requirements. The more context about your organization, the more tailored and authentic the output. For a comparison of AI assistants, see the AI Assistant Comparison guide.

How to Use These HR Prompts

Each prompt below is ready to copy and paste. Here’s how they work:

1. Copy the entire prompt from the code block
2. Replace the placeholder comments (lines starting with # REPLACE:) with your actual content
3. Paste into ChatGPT, Claude, or your preferred AI
4. Get your result and iterate if needed

Adding Context for Better Results

HR prompts work best with organizational context:

=== COMPANY CONTEXT (include in any prompt) ===
Company: [Company name and brief description]
Industry: [Your industry]
Size: [Number of employees]
Culture: [Key cultural values]
Location: [Office location(s) or remote]
Benefits: [Key benefits to highlight]

Job Posting Prompts

Write Job Description

Use this to create compelling, inclusive job postings. For building comprehensive AI assistants, see the Mega-Prompt Engineering guide.

Write a job description for this role.

=== ROLE DETAILS ===
Job Title: 
# REPLACE: Official title

Department: 
# REPLACE: Which team/department

Reports To: 
# REPLACE: Manager title

Location: 
# REPLACE: Office / Remote / Hybrid

Employment Type: 
# REPLACE: Full-time / Part-time / Contract

=== RESPONSIBILITIES ===
# REPLACE: List 5-8 key responsibilities
# - Lead...
# - Develop...
# - Collaborate...

=== REQUIREMENTS ===
Must-Have:
# REPLACE: Required qualifications
# - X years experience in Y
# - Skill A, Skill B

Nice-to-Have:
# REPLACE: Preferred qualifications
# - Experience with Z
# - Certification in W

=== COMPANY CONTEXT ===
Company: 
# REPLACE: Company name

About: 
# REPLACE: 2-3 sentences about company

Culture: 
# REPLACE: Key cultural values

=== COMPENSATION (optional) ===
# REPLACE: Salary range, equity, benefits

=== GENERATE JOB DESCRIPTION ===

Include:
1. **Compelling headline** (not just title)

2. **Opening hook** (2-3 sentences selling the opportunity)

3. **About the Role**
   - Impact they'll have
   - Day-to-day activities

4. **What You'll Do**
   - Bullet points, action-oriented

5. **What You Bring**
   - Required qualifications
   - Preferred qualifications
   - Use inclusive language (avoid "rock star," "ninja")

6. **What We Offer**
   - Compensation & benefits
   - Growth opportunities
   - Culture highlights

7. **About [Company]**
   - Mission
   - Why people love working here

8. **Equal Opportunity Statement**

9. **How to Apply**

Make it:
- Inclusive (avoid gendered language)
- Specific (not generic)
- Compelling (sell the opportunity)
- Scannable (clear sections, bullets)

Create Job Description from Existing Role

Use this to update or improve an existing job description.

Improve this job description to attract better candidates.

=== CURRENT JOB DESCRIPTION ===
# REPLACE: Paste your existing job description

=== ISSUES TO ADDRESS ===
# REPLACE: What's wrong with the current version?
# - Too generic
# - Not getting qualified applicants
# - Doesn't reflect our culture
# - Not inclusive

=== COMPANY CULTURE ===
# REPLACE: Key cultural elements to highlight

=== GENERATE IMPROVED VERSION ===

Provide:
1. **Improved job description** with all sections

2. **Before/After Comparison**
   | Issue | Original | Improved |
   |-------|----------|----------|

3. **Inclusivity Check**
   - Gendered terms removed
   - Unnecessary requirements flagged
   - Bias-free language used

4. **SEO Optimization**
   - Job title variations
   - Keywords to include

Write Internal Job Posting

Use this for internal mobility opportunities.

Write an internal job posting for this opportunity.

=== ROLE ===
# REPLACE: Title and department

=== WHO SHOULD APPLY ===
# REPLACE: What current employees would be a good fit?

=== GROWTH OPPORTUNITY ===
# REPLACE: How does this help their career?

=== REQUIREMENTS ===
# REPLACE: What do they need to qualify?

=== GENERATE INTERNAL POSTING ===

## Internal Opportunity: [Title]

**Why This Role Exists:**
(Connect to company goals)

**What Makes This Exciting:**
(Growth and impact)

**What You'll Do:**
(Responsibilities)

**What You Need:**
(Qualifications - consider internal experience)

**How This Helps Your Career:**
(Growth path)

**How to Apply:**
(Internal process)

**Selection Timeline:**
(When decisions will be made)

**Questions?**
(Who to contact)

Screening Prompts

Screen Resume Against Job Requirements

Use this to objectively evaluate candidates.

Screen this resume against the job requirements.

=== JOB REQUIREMENTS ===
Must-Have:
# REPLACE: Required qualifications
# - 5+ years software development
# - Python expertise
# - Team leadership experience

Nice-to-Have:
# REPLACE: Preferred qualifications
# - AWS experience
# - Startup background

=== RESUME ===
# REPLACE: Paste the resume text

=== PROVIDE SCREENING ASSESSMENT ===

## Candidate Assessment

### Quick Summary
| Criteria | Rating | Evidence |
|----------|--------|----------|
| Overall Fit | Strong/Moderate/Weak | |
| Technical Match | X/10 | |
| Experience Level | X/10 | |
| Culture Indicators | X/10 | |

### Must-Have Analysis
| Requirement | Met? | Evidence |
|-------------|------|----------|
| | ✅/🟡/❌ | Quote from resume |

### Nice-to-Have Analysis
| Requirement | Met? | Evidence |
|-------------|------|----------|
| | ✅/🟡/❌ | |

### Strengths
1. (Strength with specific evidence)
2. 
3. 

### Potential Concerns
1. (Concern and why it matters)
2. 
3. 

### Questions to Explore in Interview
1. (Question to clarify concern)
2. 
3. 

### Recommendation
**Decision:** Move Forward / Hold / Pass
**Reasoning:** (2-3 sentences)
**Interview Focus:** (What to dig into)

Compare Multiple Candidates

Use this to compare candidates objectively.

Compare these candidates for the role.

=== ROLE ===
# REPLACE: Job title and key requirements

=== CANDIDATE A ===
# REPLACE: Resume or summary

=== CANDIDATE B ===
# REPLACE: Resume or summary

=== CANDIDATE C ===
# REPLACE: Resume or summary

=== GENERATE COMPARISON ===

## Candidate Comparison: [Role]

### Summary Comparison
| Criteria | Candidate A | Candidate B | Candidate C |
|----------|-------------|-------------|-------------|
| Years Experience | | | |
| Technical Skills | X/10 | X/10 | X/10 |
| Leadership | X/10 | X/10 | X/10 |
| Culture Fit | X/10 | X/10 | X/10 |
| **Overall** | X/10 | X/10 | X/10 |

### Strengths & Weaknesses

**Candidate A:**
- Strengths: 
- Weaknesses: 
- Best for: 

**Candidate B:**
...

**Candidate C:**
...

### Risk Assessment
| Candidate | Biggest Risk | Mitigation |
|-----------|--------------|------------|

### Recommendation
**Ranking:**
1. [Candidate] - Why #1
2. [Candidate] - Why #2
3. [Candidate] - Why #3

**Suggested Next Steps:**
- For #1: (interview focus)
- For #2: (what would change ranking)

Identify Red Flags in Resume

Use this to spot potential concerns.

Review this resume for potential red flags.

=== RESUME ===
# REPLACE: Paste resume text

=== ROLE CONTEXT ===
# REPLACE: What role is this for?

=== ANALYZE FOR RED FLAGS ===

## Resume Red Flag Analysis

### Employment History
| Observation | Concern Level | Follow-up Question |
|-------------|---------------|-------------------|
| (pattern) | Low/Medium/High | (what to ask) |

Check for:
- Unexplained gaps
- Short tenure pattern
- Frequent job changes
- Career regression
- Vague descriptions

### Claims & Accomplishments
| Claim | Verification Need | How to Verify |
|-------|-------------------|---------------|
| | Low/Medium/High | |

Check for:
- Quantified claims to verify
- Vague accomplishments
- Title inflation
- Team vs individual credit unclear

### Skills & Qualifications
| Area | Observation |
|------|-------------|
| | |

Check for:
- Skills without experience evidence
- Outdated technologies
- Missing expected skills

### Red Flags Summary
| Flag | Severity | Explanation |
|------|----------|-------------|
| | 🔴🟡🟢 | |

### Interview Questions
1. (Question to address flag 1)
2. 
3. 

### Overall Assessment
This candidate [should proceed / needs careful evaluation / should not proceed] because...

Interview Prompts

Create Interview Question Guide

Use this to prepare structured interviews.

Create an interview question guide for this role.

=== ROLE ===
Job Title: 
# REPLACE: Title

Level: 
# REPLACE: Junior / Mid / Senior / Lead / Executive

Key Competencies:
# REPLACE: What skills/traits are you assessing?
# - Technical skill X
# - Leadership
# - Problem-solving
# - Communication

=== INTERVIEW STRUCTURE ===
# REPLACE: How long is the interview?
# REPLACE: How many interviewers?

=== GENERATE INTERVIEW GUIDE ===

## Interview Guide: [Role]

### Interview Structure
| Section | Duration | Focus |
|---------|----------|-------|
| Opening | 5 min | Rapport |
| Background | 10 min | Experience |
| Competency 1 | 15 min | [Skill] |
| Competency 2 | 15 min | [Skill] |
| Situational | 10 min | Scenarios |
| Candidate Questions | 10 min | Q&A |
| Close | 5 min | Next steps |

---

### Opening (5 min)
**Goal:** Make candidate comfortable, set expectations

Script:
"Thank you for joining us today. I'm [name], and I'll be interviewing you for [role]. We'll spend about [X] minutes together. I'll ask about your background, then dive into some specific competencies. Please feel free to ask questions—I've saved time at the end. Ready?"

---

### Background Questions (10 min)

1. "Walk me through your career journey to this point. What led you here?"
   - Listen for: (what to evaluate)
   
2. "What interests you about this role and our company?"
   - Listen for: (what to evaluate)

---

### Competency 1: [Name] (15 min)

**Question 1:** (Behavioral - past experience)
"Tell me about a time when you [relevant situation]."
- STAR format expected
- Listen for:
- Follow-ups:
- Red flags:

**Question 2:** (Situational - hypothetical)
"Imagine you're in [scenario]. How would you approach it?"
- Listen for:
- Follow-ups:

**Evaluation:**
| Rating | Description |
|--------|-------------|
| 5 | Exceptional |
| 4 | Above expectations |
| 3 | Meets expectations |
| 2 | Below expectations |
| 1 | Does not meet |

---

### Competency 2: [Name] (15 min)
(Repeat structure)

---

### Situational/Problem-Solving (10 min)

**Scenario:**
"[Present a realistic work scenario they'd face in this role]"

- What you're evaluating:
- Good answer includes:
- Great answer includes:

---

### Candidate Questions (10 min)

Common questions and talking points:
| Question | Good Response |
|----------|---------------|
| "What's the team like?" | |
| "What does success look like?" | |
| "Why is this role open?" | |

---

### Closing (5 min)
- Thank them for their time
- Explain next steps and timeline
- Ask if they have outstanding concerns

---

### Post-Interview Evaluation
| Competency | Score (1-5) | Notes |
|------------|-------------|-------|
| | | |
| | | |
| **Overall** | | |

**Recommendation:** Strong Hire / Hire / No Hire / Strong No Hire

Generate Behavioral Interview Questions

Use this for competency-based questions.

Generate behavioral interview questions for this competency.

=== COMPETENCY ===
# REPLACE: What skill/trait are you assessing?
# Examples: Leadership, Problem-solving, Collaboration, Adaptability

=== ROLE CONTEXT ===
# REPLACE: What role is this for?

=== EXPERIENCE LEVEL ===
# REPLACE: Junior / Mid / Senior / Executive

=== GENERATE QUESTIONS ===

## Behavioral Questions: [Competency]

### Primary Questions
For each question: the question, what to listen for, follow-up questions, and rating criteria.

**Question 1:**
"Tell me about a time when you [situation related to competency]."

**What to Listen For:**
- (Indicator of competency)
- (Indicator of competency)

**Follow-up Questions:**
- "What was the outcome?"
- "What would you do differently?"
- "How did others respond?"

**Rating Guide:**
| Score | Answer Characteristics |
|-------|----------------------|
| 5 | Clear STAR, strong outcome, learning shown |
| 3 | Basic STAR, adequate outcome |
| 1 | Vague, no clear outcome, deflects |

---

**Question 2:**
"Describe a situation where you had to [challenge]."
...

**Question 3:**
...

**Question 4:**
...

**Question 5:**
...

### Backup Questions
(If candidate struggles or gives short answers)
1. 
2. 

### Red Flags
- (Warning sign 1)
- (Warning sign 2)
- (Warning sign 3)

Create Technical/Skills Assessment

Use this for role-specific assessments.

Create a skills assessment for this role.

=== ROLE ===
# REPLACE: Job title

=== SKILLS TO ASSESS ===
# REPLACE: List specific skills
# - Skill 1
# - Skill 2
# - Skill 3

=== ASSESSMENT FORMAT ===
# REPLACE: Interview / Take-home / Presentation / Practical

=== TIME AVAILABLE ===
# REPLACE: How long for the assessment?

=== GENERATE ASSESSMENT ===

## Skills Assessment: [Role]

### Assessment Overview
| Skill | Assessment Method | Duration | Weight |
|-------|------------------|----------|--------|
| | | | % |

---

### Assessment 1: [Skill Name]

**Format:** [Interview/Exercise/Case Study]
**Duration:** [X minutes]

**Instructions for Candidate:**
[Clear instructions]

**Exercise/Questions:**
[The actual assessment content]

**Evaluation Rubric:**
| Criteria | 1 (Poor) | 3 (Good) | 5 (Excellent) |
|----------|----------|----------|---------------|
| | | | |

---

### Assessment 2: [Skill Name]
(Repeat structure)

---

### Overall Scoring

| Assessment | Score (1-5) | Weight | Weighted Score |
|------------|-------------|--------|----------------|
| | | % | |
| **Total** | | 100% | |

**Threshold:** Candidates should score [X] or above to proceed.

### Interview Notes Template
| Candidate | Assessment 1 | Assessment 2 | Total | Proceed? |
|-----------|--------------|--------------|-------|----------|
| | | | | Y/N |

Candidate Outreach Prompts

Write Sourcing Message

Use this for initial candidate outreach.

Write a sourcing message to reach out to a potential candidate.

=== CANDIDATE INFO ===
Name: 
# REPLACE: Candidate name

Current Role: 
# REPLACE: Their current job

Background: 
# REPLACE: Relevant experience/achievements you noticed

=== ROLE YOU'RE RECRUITING FOR ===
Title: 
# REPLACE: Job title

Company: 
# REPLACE: Your company

Compelling Points: 
# REPLACE: Why would they be interested?

=== PLATFORM ===
# REPLACE: LinkedIn / Email / Other

=== GENERATE OUTREACH MESSAGE ===

**Option 1: Direct & Professional**

Subject/First Line: [Hook that gets opened]

Hi [Name],

[Opening - personalized reference to their work]

[Why you're reaching out - specific connection to their background]

[Brief pitch - what's exciting about the opportunity]

[Clear ask - what you want them to do]

[Sign-off]

---

**Option 2: Casual & Conversational**

[More informal version]

---

**Option 3: Value-First Approach**

[Lead with what's in it for them]

---

### Best Practices Applied:
- Personalized to their background
- Under [X] words
- Clear call-to-action
- No pressure tactics

Write Follow-Up Message

Use this for candidate follow-ups.

Write a follow-up message for a candidate.

=== CONTEXT ===
Previous Contact: 
# REPLACE: When and what was the last interaction?

Response Status: 
# REPLACE: No response / Interested but delayed / Asked for more info

=== ROLE ===
# REPLACE: What role are you recruiting for?

=== GENERATE FOLLOW-UP ===

**Scenario: No Response (1st follow-up)**

Subject: [Re-engage without being pushy]

Hi [Name],

[Acknowledge they're busy]

[Brief reminder of opportunity]

[New value add - additional info or angle]

[Easy out - respect their decision]

---

**Scenario: No Response (2nd follow-up)**

[Shorter, final attempt]

---

**Scenario: Interested but Delayed**

[Accommodate their timeline]

---

**Scenario: Asked for More Info**

[Address their questions directly]

Write Offer Letter

Use this to draft job offers.

Write an offer letter for this candidate.

=== CANDIDATE ===
Name: 
# REPLACE: Candidate name

=== POSITION ===
Title: 
# REPLACE: Job title

Department: 
# REPLACE: Department

Manager: 
# REPLACE: Reporting to

Start Date: 
# REPLACE: Proposed start date

=== COMPENSATION ===
Salary: 
# REPLACE: Base salary

Bonus: 
# REPLACE: Bonus structure (if applicable)

Equity: 
# REPLACE: Stock options (if applicable)

Benefits: 
# REPLACE: Key benefits

=== COMPANY ===
# REPLACE: Company name and brief description

=== GENERATE OFFER LETTER ===

[Company Letterhead]

[Date]

Dear [Candidate Name],

**RE: Offer of Employment - [Position Title]**

We are thrilled to extend this offer of employment...

**Position Details:**
- Title: 
- Department: 
- Reports to: 
- Location: 
- Start Date: 

**Compensation:**
- Base Salary: $X per year, paid [frequency]
- Bonus: [details]
- Equity: [details]

**Benefits:**
- Health Insurance: [details]
- Retirement: [details]
- PTO: [details]
- Other: [details]

**Employment Terms:**
- Employment Type: [Full-time, at-will]
- Contingencies: [background check, references, etc.]

**Next Steps:**
To accept this offer, please sign and return by [date].

We believe you'll make a significant impact at [Company] and look forward to welcoming you to the team.

Warmly,

[Hiring Manager Name]
[Title]
[Company]

---

**Acceptance:**
I, [Candidate Name], accept this offer of employment.

Signature: ___________________ Date: ___________

Onboarding Prompts

Create Onboarding Plan

Use this to design new hire onboarding.

Create an onboarding plan for a new hire.

=== NEW HIRE ===
Role: 
# REPLACE: Job title

Level: 
# REPLACE: Junior / Mid / Senior / Executive

Department: 
# REPLACE: Team they're joining

Start Date: 
# REPLACE: When they start

=== COMPANY CONTEXT ===
# REPLACE: Company size, culture, remote/office

=== GENERATE ONBOARDING PLAN ===

## Onboarding Plan: [Role]

### Pre-Start (Before Day 1)

| Task | Owner | Due Date |
|------|-------|----------|
| Send welcome email | HR | -3 days |
| Set up accounts/equipment | IT | -2 days |
| Prepare workspace | Manager | -1 day |
| Send agenda for Day 1 | Manager | -1 day |

### Week 1: Welcome & Foundations

**Day 1**
| Time | Activity | Owner |
|------|----------|-------|
| 9:00 | Welcome & paperwork | HR |
| 10:00 | Office/tools tour | Buddy |
| 11:00 | Meet manager | Manager |
| 12:00 | Team lunch | Team |
| 1:00 | IT setup | IT/Self |
| 3:00 | Company overview | HR |
| 4:00 | 1:1 with manager - expectations | Manager |

**Day 2-5**
| Day | Focus | Key Activities |
|-----|-------|----------------|
| 2 | Tools & systems | |
| 3 | Team & processes | |
| 4 | Role deep-dive | |
| 5 | First project | |

### 30-Day Goals
By end of Day 30, [Name] should:
- [ ] Complete all required training
- [ ] Understand team processes
- [ ] Build relationships with key stakeholders
- [ ] Complete first small project
- [ ] Have regular 1:1 rhythm

### 60-Day Goals
- [ ] Work independently on core tasks
- [ ] Contribute to team meetings
- [ ] Receive constructive feedback
- [ ] Identify improvement areas

### 90-Day Goals
- [ ] Fully productive in role
- [ ] Deliver meaningful project
- [ ] Understand broader organization
- [ ] Have development plan

### Key Meetings to Schedule
| Meeting | With | When | Purpose |
|---------|------|------|---------|
| Weekly 1:1 | Manager | Ongoing | Feedback & support |
| Skip-level | Manager's manager | Week 4 | Build relationship |
| Department overview | Each dept | Weeks 2-4 | Understand company |

### Success Metrics
| Timeframe | Metric | Target |
|-----------|--------|--------|
| 30 days | | |
| 60 days | | |
| 90 days | | |

### Resources
- Employee handbook: [link]
- Team wiki: [link]
- Buddy: [Name]
- HR contact: [Name]

Write Welcome Message

Use this to welcome new employees.

Write a welcome message for a new team member.

=== NEW HIRE ===
Name: 
# REPLACE: Their name

Role: 
# REPLACE: Job title

Start Date: 
# REPLACE: When they start

Fun Facts: 
# REPLACE: Anything interesting about them (hobbies, background)

=== CONTEXT ===
# REPLACE: Team size, culture, remote/office

=== MESSAGE TYPE ===
# REPLACE: Team announcement / Personal email / Slack introduction

=== GENERATE WELCOME MESSAGE ===

**Option 1: Team Announcement (Slack/Email)**

Subject: Welcome [Name] to the [Team] team! 🎉

Hey team!

I'm excited to announce that [Name] is joining us as [Role]!

[Name] comes to us from [previous experience/background]. Some fun facts: [interesting personal details].

[Name] will be [brief description of what they'll work on].

Please join me in welcoming [Name]! [Their start date], so keep an eye out and say hello.

[Your name]

---

**Option 2: Personal Welcome Email**

Subject: Welcome to [Company], [Name]! 🎉

Hi [Name],

We're absolutely thrilled you've decided to join [Company] as our new [Role]!

Here's what to expect on your first day:
- [Logistics]
- [What to bring]
- [Who to meet]

Your onboarding buddy is [Name], who'll help you get settled in.

If you have any questions before Day 1, don't hesitate to reach out.

We can't wait to have you on the team!

Warmly,
[Your name]
[Title]

---

**Option 3: Slack Introduction Template (for new hire to use)**

Hey everyone! 👋

I'm [Name], the new [Role] on the [Team] team, starting [date].

A bit about me:
- 💼 Previously: [background]
- 🏠 Based in: [location]
- 🎯 Excited about: [what draws them to company]
- 🎮 Outside work: [hobbies/interests]

Looking forward to meeting you all! Feel free to reach out - always happy to chat!

Performance Management Prompts

Write Performance Review

Use this to structure performance reviews.

Help me write a performance review for this employee.

=== EMPLOYEE ===
Name: 
# REPLACE: Employee name

Role: 
# REPLACE: Job title

Review Period: 
# REPLACE: Timeframe being reviewed

=== GOALS/EXPECTATIONS ===
# REPLACE: What were their goals for this period?
# Goal 1:
# Goal 2:
# Goal 3:

=== ACCOMPLISHMENTS ===
# REPLACE: What did they achieve?
# - Achievement 1
# - Achievement 2

=== AREAS FOR IMPROVEMENT ===
# REPLACE: Where do they need to grow?

=== FEEDBACK RECEIVED ===
# REPLACE: Any peer/stakeholder feedback

=== GENERATE PERFORMANCE REVIEW ===

## Performance Review: [Name]
**Review Period:** [Date range]
**Reviewer:** [Your name]
**Date:** [Today]

### Overall Rating: [Exceeds/Meets/Below Expectations]

### Summary
[2-3 sentences capturing overall performance]

### Goals Achievement

| Goal | Status | Rating | Comments |
|------|--------|--------|----------|
| | Complete/Partial/Not Met | ⭐⭐⭐⭐⭐ | |

### Strengths
1. **[Strength 1]**
   - Example: [Specific situation]
   - Impact: [Business result]

2. **[Strength 2]**
   ...

### Areas for Development
1. **[Area 1]**
   - Observation: [Specific examples]
   - Impact: [Why this matters]
   - Action: [How to improve]

2. **[Area 2]**
   ...

### Key Accomplishments
- [Accomplishment with impact]
- [Accomplishment with impact]

### Development Plan
| Focus Area | Action | Timeline | Support Needed |
|------------|--------|----------|----------------|
| | | | |

### Goals for Next Period
1. [SMART goal]
2. [SMART goal]
3. [SMART goal]

### Compensation Recommendation (if applicable)
[Recommendation based on performance]

### Employee Comments
[Space for employee to add comments]

---

**Employee Signature:** ___________________ Date: ___________
**Manager Signature:** ___________________ Date: ___________

Give Constructive Feedback

Use this to craft feedback conversations.

Help me deliver constructive feedback to an employee.

=== SITUATION ===
# REPLACE: What happened that requires feedback?

=== IMPACT ===
# REPLACE: What was the impact of the behavior/performance?

=== DESIRED CHANGE ===
# REPLACE: What do you want them to do differently?

=== EMPLOYEE CONTEXT ===
# REPLACE: Any relevant context about the employee

=== GENERATE FEEDBACK APPROACH ===

## Constructive Feedback Guide

### Preparation Checklist
- [ ] Clear on specific behavior (not personality)
- [ ] Have concrete examples
- [ ] Know desired outcome
- [ ] Private setting arranged
- [ ] Open mindset to hear their perspective

### Conversation Structure

**1. Set the Stage**
"I'd like to discuss [topic]. My goal is to help you succeed in [area]."

**2. Describe the Behavior (Specific, Observable)**
"I've noticed that [specific behavior]. For example, [concrete example]."

**3. Explain the Impact**
"The impact of this is [effect on team/project/customer]."

**4. Listen & Understand**
"I'd like to understand your perspective. What's been happening from your end?"

**5. Collaborative Solution**
"What do you think would help? From my side, I can [support you'll provide]."

**6. Agree on Action**
"Let's agree that going forward, you'll [specific action]. I'll [specific support]. We'll check in [timeline]."

**7. Express Confidence**
"I know you can do this because [genuine encouragement]."

### Follow-Up Plan
| Action | Owner | Check-in Date |
|--------|-------|---------------|
| | | |

### Potential Responses & How to Handle

| If They Say... | You Could Respond... |
|----------------|---------------------|
| "I had no idea" | "I appreciate you being open. Let's focus on..." |
| "That's not fair" | "I hear your frustration. Can you help me understand..." |
| "I disagree" | "I'm open to your perspective. What do you see differently?" |

### Key Principles
- Be timely (don't wait months)
- Be specific (not vague)
- Be balanced (not only negative)
- Be solution-focused
- Be supportive

Create Development Plan

Use this for employee growth plans.

Create a development plan for this employee.

=== EMPLOYEE ===
Name: 
# REPLACE: Name

Current Role: 
# REPLACE: Current position

Career Goal: 
# REPLACE: Where do they want to grow?

=== CURRENT SKILLS ===
Strengths:
# REPLACE: What are they good at?

Gaps:
# REPLACE: What skills do they need to develop?

=== TIMEFRAME ===
# REPLACE: 6 months / 1 year / etc.

=== GENERATE DEVELOPMENT PLAN ===

## Individual Development Plan: [Name]

**Current Role:** [Role]
**Career Goal:** [Goal]
**Plan Duration:** [Timeframe]
**Last Updated:** [Date]

### Development Goals

**Goal 1: [Skill/Competency]**
- Current Level: [1-5 or description]
- Target Level: [1-5 or description]
- Why Important: [Connection to career goal]

**Development Activities:**
| Activity | Type | Timeline | Status |
|----------|------|----------|--------|
| [Course/Book] | Learning | By [date] | |
| [Project] | Experience | By [date] | |
| [Mentor sessions] | Exposure | Ongoing | |

**Success Measures:**
- [How you'll know they developed this skill]

---

**Goal 2: [Skill/Competency]**
(Repeat structure)

---

### 70-20-10 Development Mix
- **70% Experience:** (stretch assignments, projects)
  - [Specific opportunity]
  - [Specific opportunity]
  
- **20% Exposure:** (mentoring, coaching, feedback)
  - [Mentor/coach name]
  - [Shadowing opportunity]
  
- **10% Education:** (courses, reading, training)
  - [Specific resource]
  - [Specific resource]

### Support & Resources
| Resource | How to Access |
|----------|---------------|
| Training budget | |
| Mentorship | |
| Time allocation | |

### Check-in Schedule
| Date | Focus |
|------|-------|
| Monthly | Progress review |
| Quarterly | Plan adjustment |

### Employee Commitment
I commit to actively pursuing this development plan.

Signature: ___________________ Date: ___________

### Manager Commitment
I commit to supporting this development plan through [specific support].

Signature: ___________________ Date: ___________

Communication Prompts

Write HR Announcement

Use this for company-wide HR communications.

Write an HR announcement for this update.

=== ANNOUNCEMENT TYPE ===
# REPLACE: What are you announcing?
# - Policy change
# - New benefit
# - Organizational change
# - New initiative
# - Event/deadline

=== KEY INFORMATION ===
# REPLACE: The main points to communicate

=== AUDIENCE ===
# REPLACE: Who needs to know?

=== TONE ===
# REPLACE: Formal / Friendly / Urgent

=== GENERATE ANNOUNCEMENT ===

## [Announcement Title]

**Subject Line:**
[Clear, specific subject]

---

**Opening:**
[Hook or context - why this matters to employees]

**What's Changing/Happening:**
[Clear explanation of the news]

- Key point 1
- Key point 2
- Key point 3

**Why:**
[Reason for the change - help them understand]

**What You Need to Do:**
[Clear action items if any]

| Action | Who | By When |
|--------|-----|---------|
| | | |

**What Stays the Same:**
[If relevant, clarify what's not changing]

**Timeline:**
[When this takes effect]

**Questions?**
[Who to contact, how to get more info]

---

[Appropriate sign-off]
[Your name/HR Team]

---

**FAQ Addendum:**

**Q: [Anticipated question]?**
A: [Answer]

**Q: [Anticipated question]?**
A: [Answer]

Draft HR Policy

Use this to create HR policies.

Draft an HR policy for this topic.

=== POLICY TOPIC ===
# REPLACE: What policy are you creating?
# Example: Remote work, PTO, expense reimbursement

=== CURRENT STATE ===
# REPLACE: Is there an existing policy? What's changing?

=== KEY REQUIREMENTS ===
# REPLACE: What must the policy include?
# - Legal requirements
# - Company values/culture
# - Practical considerations

=== GENERATE POLICY ===

## [Policy Name] Policy

**Effective Date:** [Date]
**Last Revised:** [Date]
**Policy Owner:** [HR/Department]
**Applies To:** [All employees / Specific groups]

---

### Purpose
[Why this policy exists - 2-3 sentences]

### Scope
This policy applies to [who is covered].

### Policy Statement
[Clear statement of the policy]

### Definitions
| Term | Definition |
|------|------------|
| | |

### Guidelines

**[Section 1: Core Rules]**
- [Guideline 1]
- [Guideline 2]

**[Section 2: Procedures]**
1. [Step 1]
2. [Step 2]
3. [Step 3]

**[Section 3: Responsibilities]**

| Role | Responsibility |
|------|----------------|
| Employee | |
| Manager | |
| HR | |

### Exceptions
[How exceptions are handled]

### Compliance
[Consequences of non-compliance]

### Related Policies
- [Link to related policy]

### Questions
Contact [HR contact] for questions about this policy.

---

**Document History:**
| Version | Date | Author | Changes |
|---------|------|--------|---------|
| 1.0 | | | Initial policy |

Quick Reference

Tips for Better HR Prompts

1. Include Company Culture

❌ "Write a job description for an engineer"
✅ "Write a job description for a senior engineer at our remote-first startup. 
    We value work-life balance, async communication, and transparency."

2. Be Specific About Role

❌ "Create interview questions"
✅ "Create interview questions for a senior product manager 
    with 5+ years experience, focusing on leadership and strategy."

3. Include Legal Considerations

"Ensure the job description uses inclusive language"
"Avoid questions that could be seen as discriminatory"
"Include standard equal opportunity statement"

4. Specify Tone

"Professional but warm"
"Formal for compliance purposes"
"Friendly and approachable to match our culture"

5. Provide Examples

"Here's our company voice: [example]"
"Similar role at our company: [comparison]"

6. Request Variations

"Give me 3 versions of the outreach message"
"Provide both formal and casual versions"

7. Iterate Effectively

"Make it more specific to the requirements"
"Add more about growth opportunities"
"Shorten to under 500 words"

What’s Next

• 📚 AI Prompts for Product Managers — Collaborate on product roles
• 📚 AI Prompts for Marketing — Partner with marketing team
• 📚 Prompt Engineering Fundamentals — Master prompt techniques
• 🛠️ PRD Generator Tool — Generate requirements with AI

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