40 AI Prompts for HR & People Teams

Job Description Writer Write a job description for a [JOB TITLE] at [COMPANY NAME / DESCRIPTION]. Include: 1. An engaging opening paragraph (3 sentences) that sells the role and company culture 2. Key responsibilities (6–8 bullet points, starting with action verbs) 3. Required qualifications (4–5 must-haves) 4. Preferred qualifications (3–4 nice-to-haves) 5. What we offer (benefits, culture, growth opportunities) Tone: [PROFESSIONAL / CASUAL / STARTUP]. Avoid gendered language. Use inclusive phrasing. Include a salary range of [RANGE] and location: [LOCATION / REMOTE / HYBRID].

Interview Questions Generate 10 structured interview questions for a [JOB TITLE] role. For each question, provide: 1. The question 2. What competency it assesses (e.g. problem-solving, collaboration, leadership) 3. What a strong answer looks like (key indicators) 4. A follow-up probe question Mix: 3 behavioural (STAR format), 3 situational, 2 technical, 2 values-based. Avoid questions that could introduce bias.

Candidate Screening Criteria I'm hiring for [JOB TITLE]. Create a screening scorecard with: 1. 5 must-have criteria with pass/fail indicators 2. 5 differentiating criteria scored 1–5 3. Red flags to watch for 4. A scoring guide explaining how to use the scorecard consistently across multiple reviewers The role requires: [KEY REQUIREMENTS]. The team values: [CULTURAL VALUES].

30-60-90 Day Plan Create a 30-60-90 day onboarding plan for a new [JOB TITLE] joining [TEAM / DEPARTMENT]. For each phase, include: - Learning objectives (what they should understand) - Key activities (meetings, training, shadowing) - Deliverables (what they should produce or complete) - Success criteria (how we'll know they're on track) - Key relationships to build The role reports to [MANAGER TITLE]. Key tools they'll use: [TOOLS]. Priority projects: [PROJECTS].

Performance Review Framework Create a performance review template for [ROLE TYPE — e.g. individual contributor / manager / senior leader]. Include: 1. Self-assessment questions (5 questions covering achievements, challenges, growth, and goals) 2. Manager assessment sections (role-specific competencies rated on a [3/4/5]-point scale) 3. Goal-setting framework for the next review period (SMART format) 4. Development plan section (skills to build, resources needed, timeline) 5. Conversation guide for the review meeting (suggested flow and talking points) Our review cycle is [ANNUAL / SEMI-ANNUAL / QUARTERLY].

Policy Drafting Draft a [POLICY TYPE — e.g. Remote Work / Flexible Hours / Social Media] policy for [ORGANISATION NAME]. Include: 1. Purpose and scope 2. Definitions of key terms 3. Policy details with clear, actionable guidelines 4. Employee responsibilities 5. Manager responsibilities 6. Exceptions process 7. Compliance and consequences 8. Review date and policy owner Tone: Clear and fair, not legalistic. Align with [COUNTRY/REGION] employment law. Our company values: [VALUES].

Change Announcement Draft an internal announcement about [CHANGE — e.g. new policy, restructure, office move, tool change]. Include: 1. What is changing and why (2–3 sentences, honest and clear) 2. How it affects employees (be specific about impacts) 3. Timeline and key dates 4. What employees need to do (specific actions) 5. Where to ask questions or raise concerns (channel / person) 6. Positive framing without dismissing legitimate concerns Tone: [EMPATHETIC / DIRECT / ENTHUSIASTIC]. Length: [200–300 words]. From: [SENDER NAME AND TITLE].

Training Programme Design Design a [DURATION — e.g. 4-week] training programme on [TOPIC] for [AUDIENCE — e.g. new managers, all staff, sales team]. Include: 1. Programme objectives (3–5 learning outcomes) 2. Module breakdown (title, description, format, duration for each module) 3. Pre-work or prerequisites 4. Assessment method (how we'll measure learning) 5. Resources needed (tools, materials, facilitators) 6. Follow-up plan (how to reinforce learning after the programme ends) Delivery format: [IN-PERSON / VIRTUAL / HYBRID / SELF-PACED]. Budget: [BUDGET / NO BUDGET CONSTRAINT].