ChatGPT for HR: 40 Prompts to Hire Faster, Onboard Better & Handle HR Like a Pro

Write a complete job description for a [Job Title] at [Company Name]. We are a
[company size]-person [industry] company based in [location] with a [culture type]
work environment. Include: a 3-sentence company overview, 6-8 responsibilities,
5-7 must-have requirements, 3-4 nice-to-haves, a compensation range of [salary range],
benefits (list: [benefit 1, benefit 2, benefit 3]), and a "Why join us" section
with 4 specific culture points. Tone: [direct/warm/energetic]. No buzzwords.

Rewrite this job description as a LinkedIn job post for [Job Title] at [Company Name].
Keep it under 400 words. Lead with the mission, not the requirements. Use short
paragraphs and 2-3 bullet lists. End with a direct CTA to apply. Tone: [conversational
and confident]. Here is the full JD: [paste JD]

Generate a Boolean search string I can use on LinkedIn Recruiter to find candidates
for a [Job Title] role. The ideal candidate has experience in [skill 1], [skill 2],
and [skill 3], has worked at [company type] companies, and is located in or open to
[location/remote]. Include title variations and exclude [irrelevant titles or industries].

Write a LinkedIn InMail message to a passive candidate for a [Job Title] role at
[Company Name]. The candidate's name is [Name] and they currently work at [Current
Company] as a [Current Title]. Mention their [specific experience or achievement
from their profile]. Keep it under 150 words. No fake compliments. End with a
low-pressure CTA — ask if they're open to a quick conversation, not if they want
to apply. Tone: direct and respectful.

Write a 15-minute phone screen script for a [Job Title] candidate. Include: a
30-second company intro, 5 qualifying questions to confirm [key requirements],
2 questions to gauge culture fit for a [culture type] environment, a prompt to
ask about their timeline and compensation expectations, and a 60-second close
explaining next steps. Format as a script I can read verbatim.

Write 5 A/B test headline variations for a job ad targeting [Job Title] candidates
on [Indeed / LinkedIn / Google Jobs]. The role is at [Company Name], offers [key
perk 1] and [key perk 2], and is [remote/hybrid/in-office]. Write one headline
for each angle: salary-forward, mission-forward, growth-forward, perk-forward,
and direct/no-fluff. Keep each under 10 words.

Write a 200-word "Why work at [Company Name]" blurb for our careers page. We are
a [company description]. Our culture is [3 culture descriptors]. We offer [unique
benefit 1], [unique benefit 2], and [unique benefit 3]. Our mission is [mission
statement]. Make it feel authentic and specific — not a list of generic perks.
Tone: [warm/bold/human].

Rewrite this job description to be more inclusive and reduce bias. Audit it for:
gendered language, unnecessarily exclusive requirements, culture-fit language that
could exclude candidates, and any jargon that signals insider bias. Replace each
issue with an inclusive alternative. Add a diversity and belonging statement at
the bottom. Keep the role requirements accurate — don't water them down.
Here is the original JD: [paste JD]

Create a 10-question competency-based interview guide for a [Job Title] role.
The core competencies we're evaluating are: [competency 1], [competency 2],
[competency 3], and [competency 4]. For each question, include: the competency
it tests, the ideal answer indicators, and 1-2 follow-up probes. Format as a
structured guide the hiring manager can use during the interview.

Write a bank of 12 behavioral interview questions for a [Job Title] candidate using
the STAR framework (Situation, Task, Action, Result). Focus on [key skill 1],
[key skill 2], and [key skill 3]. For each question, note what a strong STAR
response looks like in 2-3 sentences. Include 3 questions specifically for
[seniority level] candidates.

Create a technical assessment rubric for evaluating [Job Title] candidates on
[specific skill or take-home assignment]. Include 4-5 evaluation criteria, a
1-5 scoring scale with descriptions for each level, and a total score guide
(e.g., 18-20 = strong hire, 12-17 = consider, below 12 = pass). Keep it
objective and usable by a non-technical hiring manager.

Write a 10-minute reference check script for a [Job Title] candidate. Include:
an intro explaining the purpose of the call, 6 substantive questions covering
[performance quality], [collaboration style], [handling of challenges], and
[reason for leaving], and 2 open-ended questions that surface concerns without
directly asking "did they have any problems?" Close with asking if the reference
would rehire.

Write a rejection email for a candidate named [Name] who applied for the [Job Title]
role at [Company Name]. They made it to [interview stage]. Keep it warm, specific
enough to feel human (not a copy-paste form rejection), and under 150 words.
Do not use the phrase "we've decided to move forward with other candidates."
Leave the door open for future opportunities if appropriate. Tone: respectful
and direct.

Write an offer letter for [Candidate Name] for the position of [Job Title] at
[Company Name]. Include: start date of [date], base salary of [salary], bonus
structure of [bonus details], equity grant of [equity], reporting to [Manager Name],
work location [remote/hybrid/office], and an offer expiration of [date].
Add standard at-will employment language and a warm, welcoming close.
Format as a formal letter.

Create a structured debrief template for a hiring manager to complete after
interviewing a [Job Title] candidate. Include fields for: overall recommendation
(hire / hold / pass), ratings on [competency 1], [competency 2], [competency 3]
on a 1-5 scale, top strength observed, top concern, key follow-up questions for
the next round, and a final notes section. Keep it to one page.

Build a final-round decision matrix for comparing [number] finalists for the
[Job Title] role at [Company Name]. The evaluation criteria are: [criterion 1]
(weight: [%]), [criterion 2] (weight: [%]), [criterion 3] (weight: [%]),
[criterion 4] (weight: [%]), and [criterion 5] (weight: [%]). Format it as a
scoring guide (not a table) where each criterion has a 1-5 scale with level
descriptions. Include a total score interpreter at the bottom.

Create a 30-60-90 day onboarding plan for a new [Job Title] at [Company Name].
The role focuses on [primary responsibilities]. In the first 30 days, the goal
is [goal 1 — e.g., learn the product and team]. In days 31-60, the goal is
[goal 2 — e.g., own first project]. In days 61-90, the goal is [goal 3 — e.g.,
operate independently and show measurable results]. For each phase, list:
5-6 specific actions, 2-3 success metrics, and 1 key relationship to build.

Write a welcome email from [CEO Name], CEO of [Company Name], to a new hire
named [Employee Name] starting as [Job Title] on [start date]. Make it personal,
warm, and specific to our culture: [2-3 culture descriptors]. Mention [a specific
thing about the company's mission or current moment]. Keep it under 200 words.
No corporate speak. End with one piece of genuine advice for their first week.

Build a first-week onboarding checklist for a new [Job Title] at [Company Name].
Organize it by day (Monday through Friday). Include: IT setup tasks, system access,
key meetings to schedule, documents to read, people to meet (by title, not name),
and one "quick win" task they should complete by Friday. Format as a checklist
they can tick off in Notion or a shared doc.

Write a new hire FAQ document for [Company Name]. Cover the top 12 questions
new employees always ask in their first two weeks. Include answers to:
how [communication tool] is used, how to request time off, how expenses work,
how performance reviews are structured, how to get IT support, where to find
[key documents or resources], and [3 company-specific questions relevant to
your culture or operations]. Tone: clear, friendly, no jargon.

Write an email introducing [New Hire Name] (new [Job Title]) to their onboarding
buddy, [Buddy Name] ([Buddy Title]), at [Company Name]. Explain the buddy program
in 2 sentences, suggest they schedule a 30-minute intro call this week, and list
3 specific things the buddy should help with during the first 30 days: [thing 1],
[thing 2], [thing 3]. CC both parties. Tone: warm and practical.

Write an email from [Hiring Manager Name] introducing [New Hire Name] to the
[Department Name] team at [Company Name]. Include: a 2-sentence bio covering
[New Hire's background], their role focus, one personal detail they're comfortable
sharing (e.g., [hobby or fun fact]), and an invitation for the team to connect
with them this week. Keep it under 150 words. Tone: enthusiastic but not over-the-top.

Create a 4-week training outline for a new [Job Title] at [Company Name].
Week 1: [focus area — e.g., product knowledge]. Week 2: [focus area — e.g.,
tools and systems]. Week 3: [focus area — e.g., shadowing and process].
Week 4: [focus area — e.g., solo execution with feedback]. For each week,
list: 3-4 specific training activities, the outcome the new hire should be
able to demonstrate, and who owns delivering the training.

Write a 30-day check-in meeting agenda for a hiring manager to use with a
new [Job Title] employee. The meeting is 45 minutes. Cover: how they're
feeling overall (10 min), what's going well and what's confusing (10 min),
whether their 30-day goals are on track (10 min), what support they need
from the manager (10 min), and clear next steps before the 60-day mark (5 min).
Include 2-3 specific questions for each section.

Write a quarterly performance review template for a [Job Title] at [Company Name].
Structure it in three sections: Strengths (what they're doing well, with 2-3
specific examples), Growth Areas (1-2 honest development areas with constructive
framing), and Goals for Next Quarter (3 SMART goals tied to [team or company
priorities]). Include prompts for both the manager and employee to fill in
before the meeting. Tone: direct, developmental, not punitive.

Draft a Performance Improvement Plan (PIP) outline for [Employee Name],
[Job Title], at [Company Name]. The performance issues are: [issue 1] and [issue 2].
The PIP period is [30/60/90] days, starting [date]. Include: specific, measurable
improvement targets for each issue, weekly check-in milestones, the support
and resources being provided, consequences if targets are not met, and signature
blocks. Tone: professional, fair, and documented.

Write a script for a manager to use when addressing underperformance with
[Employee Name], [Job Title]. The performance issue is [specific issue].
This is [a first conversation / a follow-up to a previous discussion].
The script should include: an opening that sets a clear, calm tone, a specific
description of the performance gap (using facts, not judgments), space for
the employee to respond, a collaborative problem-solving section, and a
clear agreement on next steps with a follow-up date.

Write an employee recognition announcement for [Employee Name], [Job Title],
at [Company Name]. They are being recognized for [specific achievement or
behavior] that happened on [approximate date or timeframe]. The impact of
their work was [specific result or outcome]. Keep it under 150 words.
Format it for [Slack / all-hands email / team meeting]. Tone: specific,
genuine, energizing — not a generic "great job" statement.

Write a 10-question employee morale and engagement survey for [Company Name].
Cover: satisfaction with role clarity, manager relationship, team collaboration,
career growth opportunities, workload balance, and overall company culture.
Use a mix of 1-5 scale questions and one open-ended question per section.
Include a 2-sentence intro explaining why we're running the survey and how
results will be used. Keep the whole survey under 5 minutes to complete.

Write a promotion justification memo for [Employee Name], currently [Current Title],
being promoted to [New Title] at [Company Name]. The memo is addressed to
[Decision Maker / HR / Leadership Team]. Include: a summary of their tenure
and current performance level, 3-4 specific achievements that demonstrate
readiness for the next level, how this promotion aligns with team needs and
business goals, and the proposed new compensation of [salary range].
Keep it to one page.

Write a 12-question exit interview script for [Company Name] to use with
departing employees. Cover: primary reason for leaving, what they valued most
about working here, what they wish had been different, quality of their
relationship with their manager, whether they felt their contributions were
recognized, what would have made them stay, and any feedback on our onboarding,
culture, or leadership. End with an open question. Tone: curious and non-defensive.

Write a stay interview script for a manager to use with [Employee Name],
[Job Title], who is a high performer we want to retain. The conversation is
30 minutes. Cover: what they enjoy most about their current role, what makes
them stay (and what might make them leave), whether they feel challenged and
growing, what their career aspirations look like in the next 1-2 years,
and what one thing the manager could do to make their experience better.
Include suggested follow-up actions after the conversation.

Write a remote work policy for [Company Name], a [company size]-person [industry]
company. Our current setup is [fully remote / hybrid — X days in office].
Cover: eligibility criteria, core hours expectation ([time zone]), equipment
and stipend ([stipend amount] per year), home office security requirements,
meeting and communication norms, performance expectations for remote employees,
and the process for requesting exceptions. Tone: clear and direct.
Length: 400-500 words.

Write a PTO policy summary for [Company Name]. Our policy is [policy type —
e.g., unlimited PTO / accrual-based at X days/year / front-loaded at X days].
Cover: how time off is requested and approved, blackout dates or restrictions,
how unused PTO is handled at year-end, and whether PTO is paid out at
termination. Add a short section on [sick leave / parental leave / company holidays]
using these details: [details]. Keep it plain-language and under 300 words —
this is a summary, not a legal document.

Write a [Workplace Respect / Confidentiality / Conflicts of Interest /
Social Media Use] section for the [Company Name] employee code of conduct.
Cover: what the policy requires, examples of compliant and non-compliant
behavior, how violations are reported, and consequences for violations.
Tone: firm but human — this should read like it was written by people who
trust their employees, not a legal team trying to scare them. 300-400 words.

Write an all-hands meeting agenda for [Company Name] for [month/quarter].
The meeting is [60 / 90] minutes. Include: a 5-minute CEO open (current
company state and key win), department updates from [team 1], [team 2],
[team 3] (10 min each), a product/roadmap update (15 min), recognition
segment (5 min), open Q&A (15 min), and a close with one key message from
leadership. Format it as a run-of-show the facilitator can follow in real time.

Write a layoff communication script for [Company Name] leadership to use when
notifying [affected employees / the full company] of a workforce reduction.
The reduction affects [X%] of the workforce across [affected teams/functions].
Include: a direct, honest opening (no corporate softening), the business reason
in plain language, what affected employees will receive ([severance, benefits
continuation, outplacement support]), the timeline for notifications, and how
remaining employees will be supported. Tone: honest, human, and clear.
No euphemisms.

Rewrite the following HR FAQ entry to be clearer, shorter, and easier to
understand. The current version is: [paste current FAQ text].
The updated version should: answer the question in the first sentence,
use plain language (no HR jargon), be under 100 words, and include a
"For more info, contact [HR contact]" line at the end.
If the current version has outdated information, flag it with [NEEDS UPDATE].

Write the introduction section of the [Company Name] employee handbook.
Include: a welcome message from [CEO Name or "leadership"], a 2-sentence
company mission and values statement, what this handbook is and isn't
(it's a guide, not a contract), how to use it, and who to contact with
questions. Make it warm enough that a new hire actually wants to read it.
Target length: 200-250 words. Tone: [culture tone — e.g., direct and human].

Write a DEI (Diversity, Equity, and Inclusion) statement for [Company Name].
We want to be specific and honest — not performative. Our current DEI
commitments include: [commitment 1], [commitment 2], [commitment 3].
We acknowledge [challenge or gap we're working on]. The statement should
be 150-200 words, live on our careers page, and feel like it was written
by humans who actually believe it — not a PR team. Avoid: empty buzzwords,
vague promises, and anything we can't back up with action.