Human Resources ChatGPT Prompts
Recruitment, employee engagement, and HR management prompts
Create a Diversity and Inclusion Policy
Draft a diversity and inclusion policy for a {company_size} {industry} company that commits to measurable practice rather than stated values. Cover: structured hiring (job description review, diverse slates, consistent scoring rubrics, interview panel composition), pay equity auditing with a stated cadence and a remediation commitment, promotion and performance calibration to catch differential outcomes, accessibility and accommodation processes, and a reporting mechanism with genuine anti-retaliation protection. For each commitment state the metric, the owner, the review frequency, and what happens when a target is missed. Explicitly exclude unmeasurable statements of intent. Note which elements carry legal reporting obligations in common jurisdictions and where specialist counsel is required.
Develop a Remote Work Policy
Write a remote work policy for a {company_size} company operating across {timezone_spread}. Define: eligibility by role with the reasoning stated, core overlap hours, expected response times by channel (and explicitly that not everything is urgent), meeting norms including which meetings require camera on, the home-office stipend and equipment ownership, and the rules for working from another country covering tax and right-to-work implications. Address the hard parts most policies skip — how promotion and visibility work when some people are in the office, how to prevent proximity bias, and what happens when someone's home setup is genuinely unworkable. Keep it under 1,200 words and written as guidance a manager can apply, not legal boilerplate.
Write an Exit Interview Questionnaire
Write an exit interview questionnaire for a departing {role}. Ask 15 questions covering: the real reason for leaving versus the stated one, when they first considered leaving and what happened then, manager relationship, growth and compensation, workload, what the new role offers that this one did not, and whether they would return or refer someone. Order the questions so trust is built before the difficult ones. Include the interviewer script, guidance on who should NOT conduct the interview (their direct manager), how to ask follow-ups without becoming defensive, and how to aggregate responses across departures into a pattern report — since one exit interview is an anecdote and twelve is a diagnosis.
Create a Job Description That Attracts Strong Candidates
Write a job description for a {job_title} at a {company_stage} {industry} company. Structure: a two-sentence hook about the problem this person will own, what they will actually do in the first 90 days, 5–7 responsibilities written as outcomes rather than duties, genuinely required qualifications separated from nice-to-haves, the compensation range, and location or remote policy. Cut every phrase that appears in a thousand other postings — 'rockstar', 'wear many hats', 'fast-paced environment', 'work hard play hard'. Name the three hardest things about the role honestly; it filters better than it deters. Flag any requirement that would screen out strong non-traditional candidates for no real reason.
Design Interview Questions to Assess a Skill
Design an interview guide to assess {skill} in candidates for {job_title}. Provide 8 behavioural questions in STAR form, each targeting a specific observable competency, plus 2 work-sample exercises that mirror real tasks. For every question give: what you are actually measuring, a strong answer, a mediocre answer, a disqualifying answer, and the follow-up probe that separates someone who did the work from someone who watched it happen. Add a 4-point scoring rubric with behavioural anchors, guidance on avoiding halo effect and confirmation bias, and a note on which questions carry legal risk in common jurisdictions.
Develop an Employee Onboarding Program
Design a 90-day onboarding program for a {role} joining a {team_size} team at a {company_stage} company. Cover pre-boarding (what is done before day one so their first morning is not spent waiting for laptop access), day one, week one, and the 30/60/90 milestones. For each stage define: what they should be able to do independently, who owns it, the meetings that must happen and why, and the first meaningful piece of work — shipped in week one, not month two. Include a buddy system brief, a manager check-in script for days 7, 30 and 60, and the three early signals that a new hire is struggling and needs intervention.
Write a Performance Review Template
Create a performance review template for {role} on a {review_cycle} cycle. Sections: outcomes against goals set last cycle with evidence, demonstrated competencies against the level expectations, impact on others, growth since last review, and goals for next cycle written so success is unambiguous. For each rating level give behavioural descriptors so 'exceeds expectations' means the same thing across managers. Include self-review prompts, peer-feedback questions that produce specifics rather than praise, and a manager preparation checklist. Add explicit guidance on writing development feedback that names behaviour and impact rather than personality, and a short section on what must never appear in writing for legal reasons.
Create a Professional Development Plan
Build a 12-month professional development plan for a {current_level} {role} aiming at {target_level}. Start with an honest gap analysis across four areas: technical depth, scope of influence, communication, and judgement. For each gap define the evidence that would prove it is closed — a shipped project, a decision owned, a presentation delivered — rather than a course completed. Apply a 70/20/10 split across on-the-job work, mentoring, and formal learning, with named stretch assignments. Add quarterly checkpoints, the manager's specific role in creating opportunities, and what happens if the target is not reached, stated without euphemism.
Design an Employee Engagement Survey
Design an employee engagement survey for a {company_size} organisation. Build 25 questions across: role clarity, manager quality, growth opportunity, recognition, workload sustainability, psychological safety, and intent to stay. Use a consistent 5-point scale, avoid double-barrelled questions, and include 3 open text prompts that generate usable answers rather than venting. Specify the anonymity threshold below which results are not reported by team, and say how you will defend it. Add the analysis plan: which cuts matter, how to spot a single bad manager hiding inside a good department average, and a commitment structure for reporting results and actions back within a stated number of days — because surveying without visible follow-through lowers engagement.
Write Conflict Resolution Guidelines
Write workplace conflict resolution guidelines for managers at a {company_size} company. Distinguish clearly between three categories that require different handling: task conflict (often productive), interpersonal conflict, and conduct violations (which are not conflicts and must escalate immediately). For the first two, give a staged process — direct conversation, facilitated conversation, formal mediation, escalation — with the criteria for moving between stages. Include a manager script for the facilitated conversation, rules for documentation, guidance on remaining neutral while still being accountable for outcomes, and the specific situations where HR or legal must be involved from the first moment rather than after attempts to resolve it locally.