ChatGPT Prompts for HR Professionals

Write a compelling, inclusive job description for the following role.

Job title: [exact title]
Department: [department name]
Reports to: [manager title]
Location: [city, state | remote | hybrid — city]
Employment type: [full-time | part-time | contract]
Salary range (if disclosing): [$X - $Y | not disclosing]
Company overview: [2-3 sentences about your company, culture, and mission]
Role overview: [what this person will primarily do]
Key responsibilities: [list 6-8 core duties]
Required qualifications: [must-have skills, experience, education]
Preferred qualifications: [nice-to-have skills]
Benefits: [list key benefits]
Company values to reflect: [list 2-3 values]

Requirements:
- Use inclusive, bias-reduced language (avoid gendered pronouns, age-biased language)
- Lead with impact, not just duties
- Keep required qualifications realistic — do not ask for 5 years experience in a 3-year-old technology
- Format with clear sections and bullet points
- Include an EEO statement at the end

Create a structured interview question set for the following role.

Job title: [role]
Key competencies to assess: [list 4-6 core competencies, e.g., problem solving, collaboration, technical skills, leadership]
Interview format: [phone screen | first round | final round | panel interview]
Interview duration: [30 | 45 | 60 | 90 minutes]
Seniority level: [entry | mid | senior | director | VP]

For each competency, provide:
- 2 behavioral questions (STAR format — Situation, Task, Action, Result)
- 1 situational/hypothetical question
- 2-3 follow-up probe questions
- What a strong answer looks like (brief scoring rubric)
- Red flags to watch for in weak answers

Also include:
- 3 culture-fit questions specific to [company values/culture description]
- 2 questions the candidate should ask you (helps assess their preparation)
- A suggested time allocation for a [X]-minute interview

Create a detailed 30-60-90 day onboarding plan for a new [job title] joining [company name/type].

Role context: [brief description of what this person will own]
Team they are joining: [team size and composition]
Key stakeholders they need to meet: [list 5-8 people/teams]
Systems and tools they will use: [list key platforms, e.g., Salesforce, Jira, Slack, etc.]
Primary goal by end of 90 days: [what does success look like?]
Manager's style: [hands-on | autonomous | check-in based]

Structure the plan with:
- Week 1: Orientation priorities (people, processes, context)
- Days 8-30: Learning objectives and initial contributions
- Days 31-60: Independent contributions and first projects
- Days 61-90: Full ownership and measurable outcomes
- For each phase: specific actions, key meetings, deliverables, success metrics
- Include a "questions to answer" section for each phase
- Flag potential failure modes (common pitfalls for this type of role)

Write a performance review template for the following employee and review cycle.

Employee name: [name]
Job title: [title]
Review period: [Q1 2026 | H1 2026 | Annual 2025]
Reviewer: [manager name and title]
Review type: [self-review | manager review | 360 | peer review]
Key goals set at last review: [list 3-5 goals with metrics if available]
Notable achievements this period: [list key wins]
Areas for development identified: [list 1-3 areas]
Career conversation topics: [promotion readiness | lateral move | skill development | retention risk]

Generate:
1. Manager narrative summary (200-300 words, balanced and specific)
2. Rating recommendation with justification for each competency area: [list competency areas used by your company]
3. 3-5 SMART development goals for next period
4. Talking points for the review conversation
5. A self-review prompt version the employee can fill in before the meeting

Draft a company HR policy document for the following policy.

Policy name: [e.g., Remote Work Policy | PTO Policy | Expense Reimbursement Policy | Code of Conduct]
Company size: [startup <50 | SMB 50-500 | enterprise 500+]
Industry: [industry, as some policies have sector-specific requirements]
Key rules and guidelines: [bullet out the main rules you want to establish]
Exceptions and edge cases: [list any known exceptions]
Approval process: [who signs off? does it require legal review?]
Effective date: [date]
Review cycle: [annual | as needed]
Jurisdiction: [US — state | UK | EU | global]

Structure:
1. Policy purpose (why this policy exists)
2. Scope (who this applies to)
3. Policy statement (the actual rules, clear and unambiguous)
4. Procedures (how to comply, step by step)
5. Responsibilities (employee vs. manager vs. HR duties)
6. Consequences of non-compliance
7. Contact for questions
8. Version history table

Write a professional offer letter for a new hire.

Candidate name: [full name]
Job title: [title]
Department: [department]
Start date: [date]
Reporting to: [manager name and title]
Employment type: [full-time exempt | full-time non-exempt | part-time | contract]
Base salary: [$X per year | $X per hour]
Pay frequency: [biweekly | semi-monthly | monthly]
Bonus/commission: [X% target bonus | $X signing bonus | none]
Equity: [X options at $Y strike price | RSUs | none]
Benefits start date: [first day | first of month after start]
Key benefits to mention: [health | dental | vision | 401k | PTO days | other]
At-will employment: [yes | no — state if applicable]
Contingencies: [background check | reference check | drug test | work authorization]
Offer expiration date: [date]

Include a signature block for both the hiring manager and the candidate.
Tone: warm and welcoming — this is their first impression of being part of the team.

Create a concise employee pulse survey to measure [engagement | culture health | manager effectiveness | return-to-office readiness | post-reorg sentiment].

Company context: [brief description of current situation or reason for the survey]
Key areas to measure: [list 3-5 focus areas]
Anonymity level: [fully anonymous | anonymous but department-tagged | named]
Survey length target: [5 minutes | 10 minutes | 15 minutes]
Scale to use: [1-5 Likert | 1-10 NPS | Agree/Disagree | Multiple choice]
Sensitive topics to handle carefully: [list any topics needing careful framing]

Generate:
- 8-12 quantitative questions with the specified scale
- 2-3 open-text questions (phrased to encourage specific, actionable feedback)
- An introduction paragraph explaining the survey's purpose and how results will be used
- A closing thank-you message
- Suggested cadence for running this survey (monthly | quarterly | after major events)
- Key metrics to track over time

Draft a formal written warning letter for an employee performance or conduct issue.

Employee name: [name]
Employee job title: [title]
Manager name: [name]
HR representative: [name]
Issue type: [performance | attendance | conduct | policy violation]
Specific incident(s): [describe what happened, with dates]
Prior verbal warning given: [yes — date | no]
Company policy violated: [policy name or section]
Expected improvement: [specifically what needs to change, with measurable targets]
Improvement timeline: [X days | X weeks]
Consequences if not improved: [PIP | further disciplinary action | termination]
Date of this letter: [date]

Requirements:
- Factual and specific — no vague language
- Reference the exact policy violation
- Include a clear improvement plan with observable metrics
- State consequences explicitly but without threatening tone
- Include a signature block for employee acknowledgment
- Note that signing acknowledges receipt, not agreement
- Have the HR rep and manager both sign

Write a respectful, professional rejection email for a job candidate.

Candidate name: [first name]
Role they applied for: [job title]
Stage they reached: [application screen | phone screen | first interview | final round]
Reason for rejection (internal — do not include in email): [underqualified | strong competition | culture fit | role cancelled | budget freeze]
Did we promise feedback?: [yes | no]
Would we consider them for future roles?: [yes | no]

Email requirements:
- Thank them for their time and interest
- Deliver the rejection news in the first paragraph — do not bury it
- Avoid vague filler phrases like "after careful consideration" or "we had many strong candidates"
- If feedback was promised, include 1-2 specific, constructive points
- If they are a future candidate, say so genuinely with a specific reason
- Leave the door open for future applications only if you mean it
- Keep it under 150 words
- Tone: warm, direct, respectful — treat them as a potential future employee or customer

Create an exit interview question guide for a departing employee.

Employee role: [title]
Department: [department]
Tenure: [X months | X years]
Departure reason (known): [voluntary resignation | involuntary | retirement | contract end]
Areas of known concern to probe: [manager relationship | compensation | workload | career growth | culture | competing offer | relocation]

Generate:
- 12-15 open-ended exit interview questions covering: role satisfaction, management quality, culture experience, compensation perception, reasons for leaving, and what we could improve
- Probing follow-up questions for each major area
- A rating scale section (5 questions with 1-5 scale) for benchmarking over time
- Questions HR should NOT ask (legally sensitive areas to avoid)
- An analysis framework for identifying themes across multiple exit interviews
- A script for the HR interviewer opening (sets expectations, explains confidentiality)