ChatGPT Prompts for HR Professionals: 20 You Can Use This Week

Write a job description for a [Job Title] at a [company type — e.g. 200-person B2B SaaS company]. Key responsibilities: [list 5]. Must-have requirements: [list 3–4]. Nice-to-have: [list 2]. Salary range: [range]. Format: About the Role / What You'll Do / What You Bring / What We Offer. Under 500 words. Inclusive language — no unnecessary degree requirements or gendered adjectives.

Write a LinkedIn InMail message reaching out to a passive candidate for a [Job Title] role. The candidate is a [their current role/background]. Keep it under 100 words. Lead with what's interesting about the role for them — not what we need. Be specific about why this person in particular. Include a low-commitment CTA (happy to share more details if this is interesting). No corporate language.

Generate 10 behavioural interview questions for a [Job Title] role. Mix the following competencies: [list 3–4 — e.g. stakeholder management, problem-solving under pressure, cross-functional collaboration, data-driven decision making]. Use the STAR format cue for each question (Situation / Task / Action / Result). Also include 2 questions specific to this role's biggest challenges: [describe the challenges].

Write a professional rejection email for a candidate who interviewed for [role] and reached [stage — e.g. first interview / final round]. Tone: warm, respectful, and specific — not a template-sounding form rejection. Acknowledge their time. Do not give specific reasons for the decision. Leave the door open for future opportunities. Under 120 words.

Write a welcome email from HR to a new hire starting as [Job Title] on [start date]. Include: a warm welcome, what to expect on Day 1 (arrival time, who to ask for, dress code if relevant), what to bring, and one piece of practical information (parking / building access / remote login). Tone: warm and human — not corporate. Sign from [HR Manager Name], [Title]. Under 200 words.

Create a 30/60/90 day onboarding plan for a new [Job Title] joining a [company type]. Each phase should include: learning priorities (people, processes, systems), deliverables or milestones, and one key relationship to build. Format as three clear sections with bullet points under each. Keep it practical and achievable — not aspirational filler. Adjust for someone coming from [previous industry/role background].

Create a new hire FAQ document for employees joining [company type]. Cover the 10 most common questions new starters ask in their first week: [include any specific questions relevant to your company — e.g. expense process, IT setup, communication channels, team meeting cadence, holiday booking]. Write answers in plain English. Format as question + 2–3 sentence answer. Keep the tone friendly and practical.

Draft a 150-word performance review paragraph for an employee in a [role]. Key observations this period: [paste 3–5 bullet points of actual observations — what they achieved, where they struggled, how they behaved with the team]. Rating: [Exceeds / Meets / Below Expectations]. Tone: professional, specific, and balanced. Avoid vague praise or generic criticism. Focus on observable behaviours and measurable outcomes.

Draft a Performance Improvement Plan (PIP) for an employee in a [role] who has [describe the performance gap — e.g. missed three project deadlines in Q1, received negative feedback from two key stakeholders]. Include: (1) clear statement of performance expectations not being met, (2) specific measurable improvement targets for the next 30/60/90 days, (3) support and resources being provided, (4) consequences if targets are not met. Tone: direct, professional, and legally neutral. [Note: have your legal team review before issuing.]

Write a constructive feedback email from a manager to an employee about [specific performance or behaviour issue]. The issue: [describe concisely]. Tone: direct but respectful — focus on the behaviour and its impact, not the person. Structure: (1) context and observation, (2) impact of the behaviour, (3) specific change requested, (4) offer of support. Under 200 words. Avoid: passive language, excessive softening, or leaving the core message unclear.

Summarise the following HR policy in plain English for employees who are not HR professionals. Keep the core requirements and key dates intact. Remove legal jargon and replace with everyday language. Format as: What this policy covers (1 sentence) / What you need to know (5 bullet points) / What to do if you have questions. Under 200 words. Policy text: [paste policy here].

Write a company-wide all-hands email from the CEO/HR Director announcing [change, update, or news]. The key message: [describe in one sentence]. Tone: transparent, human, and direct — not corporate. Include: what's happening, why, what it means for employees, and what happens next. If there are things we don't know yet, acknowledge them honestly. Under 300 words. No buzzwords.

Write the [section name — e.g. Remote Work Policy / Leave Policy / Expense Policy] section of an employee handbook for a [company type]. Include: the policy overview, who it applies to, key rules and expectations, how to request or use the benefit, and who to contact with questions. Tone: clear, friendly, and practical — readable by a new employee on Day 1. Under 400 words. [Note: have HR and legal review before publishing.]