100 ChatGPT prompts for HR in 2026

Write a comprehensive and professional job description for a [Job Title] role. Use the following responsibilities and requirements as the source material:

[Paste responsibilities and requirements here]

Structure the output using these sections:

1. Role Overview: 2–3 sentences explaining the purpose of the role and how it contributes to the team or company.
2. Key Responsibilities: 5–8 bullet points using clear, action-oriented language.
3. Required Qualifications: Education, experience, technical skills, and certifications (only what is truly required).
4. Preferred Qualifications: Nice-to-have skills or experience.
5. Key Competencies: 3–5 soft skills critical for success in this role.
6. Work Environment: Remote/hybrid/on-site details and any relevant context.

Use inclusive, professional language. Avoid buzzwords. Keep the total length between 300 and 500 words.

Write a personalized LinkedIn outreach message for a [Job Title] role at [Company Name].

Candidate context:

• Background: [brief profile summary]
• Key skill or experience to reference: [specific detail]

Guidelines:

• Keep it under 120 words
• Reference one specific aspect of the candidate’s background
• Avoid sales language or urgency
• End with a soft, optional call to action

Tone: professional, respectful, conversational.

You are a recruiter following up with a candidate after an initial outreach message received no response.

Context:

• Outreach channel: [LinkedIn / Email]
• Days since last message: [5–7 days]
• Hiring stage: Initial outreach (no interview scheduled)
• Candidate status: No response yet

Task: Rewrite the original outreach message as a single, polite follow-up that:

• Acknowledges the previous message without assuming intent
• Re-states interest briefly (1 line max)
• Makes it easy for the candidate to opt out or ignore
• Avoids urgency, pressure, or repeated selling

Tone requirements:

• Professional and respectful
• Neutral, not apologetic
• Low-pressure and optional

Constraints:

• Under 90 words
• Do NOT reference deadlines or scarcity
• Do NOT assume interest
• Do NOT escalate tone

Original message: [Paste original outreach here]

Create three versions of a job promotion for a [Job Title] role:

1. LinkedIn post (professional tone, 2 short paragraphs)
2. Careers page summary (clear and informative, no hype)
3. Internal referral message (friendly, concise)

Use this job description as a reference: [Paste JD]
Emphasize role impact and growth opportunity. Avoid cliches.

You are a corporate communications specialist. Draft an internal announcement encouraging employee referrals for a [Job Title] role at our company.

Context: This announcement will be sent via email to all employees and posted on our internal communications platform. The goal is to motivate employees to refer qualified candidates from their professional networks.

Include:

• Brief role summary
• Ideal background (high-level, non-exclusionary)
• How to submit referrals
• Any referral incentive (if applicable)

Tone: appreciative, transparent, concise, and encouraging.

You are a resume parsing assistant. Your task is to extract specific information from the resume text provided below and organize it into a structured format.

Instructions: Extract ONLY the information that is explicitly stated in the resume. Do not make inferences, assumptions, or evaluations about the candidate's qualifications or fit for any role.

Information to Extract:

1. Current Role and Company: The most recent job title and organization name
2. Total Years of Relevant Experience: Calculate based on dates provided, or state the total if explicitly mentioned
3. Key Skills: List all skills explicitly mentioned (e.g., in a skills section or job descriptions)
4. Tools, Technologies, and Platforms: Identify specific software, programming languages, frameworks, systems, or platforms mentioned
5. Education and Certifications: Include degrees, institutions, graduation years, and any professional certifications with issuing organizations
6. Notable Achievements: Extract only achievements that are explicitly stated with specific metrics, awards, or recognition (e.g., "Increased sales by 30%", "Received Employee of the Year award")

Output Format: Present your findings using the following structure:

```
CURRENT ROLE & COMPANY:
[Information or "Not specified"]

TOTAL YEARS OF EXPERIENCE:
[Number of years or "Not specified"]

KEY SKILLS:
• [Skill 1]
• [Skill 2]
[Or "None explicitly listed"]

TOOLS & TECHNOLOGIES:
• [Tool/Technology 1]
• [Tool/Technology 2]
[Or "None explicitly listed"]

EDUCATION & CERTIFICATIONS:
• [Degree/Certification 1 - Institution - Year]
• [Degree/Certification 2 - Institution - Year]
[Or "None specified"]

NOTABLE ACHIEVEMENTS:
• [Achievement 1]
• [Achievement 2]
[Or "None explicitly stated"]
```

Resume Text: [Paste resume text here]

I need you to analyze the resume text I provide below and extract ALL skills and competencies mentioned, regardless of how they appear in the document.

Instructions:

1. Read through the entire resume carefully
2. Identify and extract every skill, competency, tool, technology, methodology, or capability mentioned
3. Organize the extracted items into the three categories below
4. Do NOT evaluate proficiency levels, years of experience, or relevance to any role
5. Do NOT add skills that are not explicitly mentioned in the resume
6. Include skills even if they appear in different sections (work experience, education, certifications, skills section, etc.)

Categories:

Technical Skills:

• Programming languages, software, tools, platforms, technologies
• Technical methodologies and frameworks
• Industry-specific technical knowledge

Functional Skills:

• Domain-specific expertise (e.g., project management, financial analysis, marketing strategy)
• Business processes and methodologies
• Industry knowledge and practices

Soft Skills:

• Interpersonal abilities (e.g., communication, leadership, teamwork)
• Personal attributes and traits
• Transferable skills applicable across roles

Output Format: Present your findings as a bulleted list under each category heading. If a category has no skills mentioned, indicate "None explicitly mentioned."

---

Resume Text: [Paste resume text here]

---

Please proceed with the extraction and categorization.

I need you to create a chronological timeline of work experience from the resume provided below. Please organize the information from the earliest to the most recent position.

For each role, extract and present the following information exactly as written in the resume:

• Job title
• Company name
• Duration (start date to end date, or "Present" if current)
• Core responsibilities (list the key duties and responsibilities as they appear in the resume)

Important guidelines:

• Present the information in chronological order (oldest position first, most recent last)
• Do NOT summarize, paraphrase, or rewrite the responsibilities; use the exact wording from the resume
• Do NOT include assessments of performance, achievements, or qualitative evaluations
• If any information is missing from the resume (e.g., exact dates), note it as "Not specified"
• Maintain a consistent format for each entry

Please format each role as follows:

**[Job Title]**
Company: [Company Name]
Duration: [Start Date] - [End Date]

Core Responsibilities:

• [Responsibility 1 as written]
• [Responsibility 2 as written]
• [etc.]

---

Here is the resume text: [Paste resume text here]

You are a professional resume analyst. I need you to review a resume and identify specific areas that would benefit from clarification during an interview.

Your Task: Analyze the resume text I provide and generate a list of targeted interview questions that address unclear, ambiguous, or potentially problematic areas.

Focus Areas to Examine:

• Employment gaps (periods of unemployment between roles)
• Overlapping employment dates (working multiple jobs simultaneously)
• Vague or generic role descriptions lacking specific responsibilities
• Unclear or inconsistent timelines (missing dates, incomplete information)
• Unexplained career transitions or industry changes
• Brief tenures (roles lasting less than a year)
• Missing educational dates or credentials
• Ambiguous job titles or company names
• Inconsistent formatting that suggests missing information

Important Guidelines:

1. Generate ONLY questions - do not provide answers, assumptions, or interpretations
2. Each question should be specific and directly reference the resume content
3. Frame questions neutrally and professionally (avoid accusatory tone)
4. Focus on factual clarifications, not subjective assessments
5. If the resume is clear and complete, state: "No clarification questions needed - resume appears complete and clear"

Output Format: Present your findings as a numbered list of questions, grouped by category when applicable.

Example format:
**Employment Timeline:**
1. [Question about specific gap or overlap]

**Role Responsibilities:**
2. [Question about vague description]

Resume Text: [Paste resume text here]

You are an experienced HR professional specializing in behavioral interviewing techniques. I need you to create a comprehensive set of interview questions based on the job description I'll provide.

Your Task: Analyze the job description below and generate interview questions that effectively assess candidates for the key competencies and skills required for this role.

Requirements:

• Create 6–8 interview questions total
• Group questions by competency area (e.g., Leadership, Technical Skills, Communication, Problem-Solving, etc.)
• Use behavioral format (e.g., "Tell me about a time when...") or situational format (e.g., "How would you handle a situation where...")
• Ensure questions are open-ended and neutral—avoid leading questions or language that suggests a "right" answer
• Each question should allow candidates to demonstrate specific skills or experiences

Output Format:
Please structure your response as follows:

**Competency 1: [Name]**
1. [Question]
2. [Question]

**Competency 2: [Name]**
3. [Question]
4. [Question]

[Continue for all competencies]

Job Description: [Paste job description here]

---

After generating the questions, briefly explain which key competencies from the job description you prioritized and why.

You are an experienced HR professional specializing in behavioral interviewing. Generate behavioral interview questions for a **[Job Title]** role that are specifically designed to elicit STAR method responses (Situation, Task, Action, Result) from candidates.

Core Competencies to Assess:

1. Problem-solving - Ability to analyze complex issues and develop effective solutions
2. Collaboration - Working effectively with team members and stakeholders
3. Ownership - Taking responsibility and driving initiatives to completion
4. Decision-making - Making sound judgments under pressure or with incomplete information

Requirements:

• Generate **2 questions per competency** (8 questions total)
• Each question should be open-ended and encourage detailed STAR responses
• Questions should be realistic and relevant to the specific role
• Vary the difficulty level (include both standard and senior-level scenarios where appropriate)

Output Format:

For each competency, provide:
- **Competency Name**
- Question 1: [Question text]
  - *What this reveals:* [Brief explanation of what the answer will demonstrate]
- Question 2: [Question text]
  - *What this reveals:* [Brief explanation of what the answer will demonstrate]

**Optional Context:**
[If you have a job description, paste it here to receive more tailored questions that align with specific role responsibilities and requirements]

Job Description (if available): [Paste job description here]

You are an experienced technical interviewer. Create a set of technical interview questions for a **[Job Title]** position.

Context: These questions will be used during live technical interviews to assess candidates' practical knowledge, problem-solving abilities, and depth of understanding.

**Required Skills/Tech Stack:**
[Paste the specific technologies, frameworks, languages, tools, and competencies required for this role]

**Requirements:**

1. **Number of Questions:** Generate 5-7 comprehensive questions

2. **Question Style:**
   - Focus on real-world scenarios and practical applications
   - Avoid trivia, riddles, or abstract brainteasers
   - Questions should reveal how candidates think and approach problems
   - Include situational contexts (e.g., "You're debugging a production issue where...")

3. **Depth and Follow-ups:**
   - For each main question, provide 2-4 follow-up probes that:
     * Explore edge cases
     * Test deeper understanding
     * Assess architectural thinking
     * Reveal problem-solving approach

4. **Difficulty Distribution:**
   - Include a mix of difficulty levels (2-3 intermediate, 2-3 advanced, 1-2 expert-level)
   - Label each question with its difficulty level

5. **Exclusions:**
   - Do NOT include scoring rubrics
   - Do NOT include ideal/expected answers
   - Do NOT include time limits

**Output Format:**
For each question, use this structure:

**Question [#] - [Difficulty Level]**
[Main question with scenario/context]

*Follow-up probes:*
- [Follow-up 1]
- [Follow-up 2]
- [Follow-up 3]
- [Follow-up 4, if applicable]

---

Create a comprehensive 45-minute interview agenda template for a [Job Title] position interview.

Required Components:

1. Time Breakdown: Divide the 45 minutes into clear segments with specific time allocations for each section
2. Interviewer Responsibilities: List key actions and tasks the interviewer should complete before, during, and after each segment
3. Question Categories: Organize interview questions into logical categories (e.g., background/experience, technical skills, behavioral questions, cultural fit, etc.) with time allocated to each category
4. Candidate Questions: Reserve dedicated time for the candidate to ask questions

Format Requirements:

• Present the agenda in a clear, easy-to-follow table or structured format
• Use minute markers (e.g., 0-5 min, 5-15 min) for each segment
• Keep language professional and neutral
• Make the template adaptable for different job titles

Additional Considerations:

• Include a brief welcome/introduction segment
• Add a closing segment for next steps
• Ensure the timing adds up to exactly 45 minutes
• Balance the time appropriately between interviewer-led and candidate-led portions

The agenda should be practical, actionable, and ready to use by any hiring manager or interviewer.

You are an HR professional creating an interviewer briefing document. Please draft a comprehensive interviewer briefing guide for a [Job Title] position at [Company Name/Type of Organization].

Context: This briefing will be distributed to all interviewers participating in the hiring process to ensure consistency, fairness, and compliance with best practices. The interview is for a [full-time/part-time/contract] position in the [Department/Team].

Please include the following sections:

1. Role Summary (2-3 paragraphs)
      - Brief overview of the position's purpose and scope
      - Key responsibilities and deliverables
      - How this role fits within the organization/team structure
   
   
2. Key Competencies to Explore (5-7 competencies)
      - List specific skills, behaviors, and attributes critical for success
      - For each competency, provide 1-2 sample behavioral interview questions
      - Include both technical and soft skills relevant to the role
   
   
3. Interview Format and Structure
      - Interview duration and timeline
      - Number of interview rounds/stages
      - Panel composition (if applicable)
      - Recommended time allocation for each section (introduction, questions, candidate questions, closing)
   
   
4. Interviewer Do's and Don'ts
      - Do's: Best practices for conducting fair, effective interviews (minimum 5 points)
      - Don'ts: Common pitfalls and prohibited questions/behaviors to avoid (minimum 5 points)
      - Include notes on unconscious bias awareness and legal compliance
   
   
5. Evaluation Criteria
      - How to assess and score candidate responses
      - Rating scale or framework to use

Tone: Professional, instructional, and supportive. The document should empower interviewers while ensuring standardization.

Length: Approximately 500-750 words, formatted for easy scanning with clear headers and bullet points.

You are a hiring manager preparing interview instructions for a candidate who has been selected for the next round of interviews.

Write a comprehensive email to the candidate with clear interview instructions that cover the following sections:

Required Information to Include:

• Interview format: Specify whether it's virtual (include video platform name) or in-person (include office address)
• Duration: State the expected length of the interview
• Preparation guidance: What materials, documents, or topics should the candidate review or bring
• Interview panel: List the names, titles, and roles of the people they will meet
• Logistics for questions: Provide a contact person (name and email) for any questions
• Rescheduling policy: Explain the process and timeline for requesting schedule changes

Tone and Style Requirements: 

• Professional yet warm and welcoming
• Calm and reassuring to reduce candidate anxiety
• Transparent about what to expect
• Use clear, concise language without jargon
• Organize information with headers or bullet points for easy scanning

Output Format:

Structure the response as a complete email with:

• Subject line
• Greeting
• Body with clearly organized sections
• Professional closing

The goal is to make the candidate feel prepared, informed, and confident about their upcoming interview.

Convert the following raw interview notes into a clean, structured format.

Use these sections:

• Topics discussed
• Candidate responses (verbatim where possible)
• Follow-up questions (if any)

Do not summarize or evaluate. 
[Paste notes]

Create a neutral, unbiased interview feedback form template for a [Job Title] position that can be used consistently across all interviewers.

Requirements:

1. Skill Assessment Areas: Include 5-7 key skill areas that should be directly aligned with typical job description requirements for this role (e.g., technical skills, communication, problem-solving, leadership, etc.)
   
   
2. Format for Each Skill Area: 
      - Skill name/category
      - Open text field for detailed observations and specific examples from the interview
      - Sufficient space for interviewers to record behavioral examples and concrete evidence
   
   
3. Additional Sections:
      - General observations field
      - Notable strengths observed (open text)
      - Areas of concern or questions raised (open text)
      - Additional comments section
   
   
4. Constraints - Do NOT Include:
      - No numerical scoring or rating scales
      - No ranking systems (e.g., "exceeds/meets/below expectations")
      - No recommendation fields (e.g., "hire/no hire")
      - No comparative language or evaluation judgments
   
   
5. Output Format:
      - Present as a clean, professional form template
      - Use clear section headers
      - Include brief instructions at the top explaining the purpose
      - Ensure the template is easy to fill out during or immediately after an interview

The goal is to create a standardized documentation tool that captures objective observations while minimizing interviewer bias in the evaluation process.

Write a professional welcome email for a new hire joining as [Job Title] on [Start Date]. Use the following details to personalize the content:

Context:

• Company: [Company name]
• Work model: [Remote / Hybrid / On-site]
• Manager: [Name]
• Team: [Team name]

Required sections:

• Welcome message (2–3 sentences)
• Day-1 schedule (time-bound)
• Tools they need to log into on Day 1
• Who to contact for setup issues
• What is not expected on Day 1

Tone requirements:

• Calm, clear, and practical
• Straightforward and informative
• NO corporate jargon, culture slogans, or excessive enthusiasm
• Focus on being helpful and reducing first-day stress

Format: Structure the email with clear section headers or visual separation between each part for easy scanning.

Create a comprehensive Day-1 onboarding agenda for a new employee in the [Job Title] role at [Company Name/Type of Company].

Context: This is the new hire's first day, and the agenda should balance administrative tasks, introductions, initial training, and time for technical setup while avoiding overwhelming the employee.

Requirements:

• Maximum 6 hours of scheduled activities (excluding lunch)
• Assume a standard workday starting at 9:00 AM
• Include appropriate breaks (at least one 15-minute break in morning and afternoon)
• Allocate buffer time for common Day-1 issues such as:
• IT access and equipment setup delays
• Badge/security access problems
• Unexpected technical difficulties
• Include a mix of activities: orientation, introductions, initial training, and self-paced learning
• Ensure activities are sequenced logically (e.g., IT setup before system training)

Output Format: Provide the agenda as a table with the following columns:

| Time | Activity | Owner | Duration | Notes |
|------|----------|-------|----------|-------|

Where:

• Time: Start time in HH:MM AM/PM format
• Activity: Brief description of the activity
• Owner: Who is responsible (HR / Manager / IT / Self / Other)
• Duration: Length of activity in minutes
  Notes: Any special considerations, preparation needed, or buffer time indicators

Please ensure the total scheduled time does not exceed 6 hours and that the agenda feels welcoming and manageable for a new employee's first day.

You are a hiring manager preparing for your first one-on-one conversation with a new employee on their first day. Write 5 concise talking points to set clear expectations and establish open communication.

Your talking points must cover these three topics:

• Realistic expectations for the first 30 days: Explain what success does NOT mean in their first month (e.g., they're not expected to deliver major projects, know everything, or work independently right away)
  
  
• Communication channels: Describe how the new hire should raise questions and provide feedback (specify preferred methods, frequency, and emphasize that questions are encouraged)
  
  
• Progress check-ins: Outline how and when you'll monitor their early progress (mention specific touchpoints like weekly 1:1s, informal check-ins, or 30-day reviews)

Format requirements:

• Exactly 5 bullet points
• Each bullet should be 1-2 sentences
• Use a warm, welcoming tone that reduces first-day anxiety
• Make the talking points conversational and easy to deliver verbally

The goal is to help the new hire feel supported while establishing clear communication norms from day one.

Draft a short, professional internal message to introduce a new team member to the existing team.

Required Information to Include:

• Name: [Insert new hire's name]
• Role/Position: [Insert job title]
• Start date: [Insert first day of work]
• Brief background: [Insert one sentence highlighting relevant experience or expertise from their resume]

Tone and Style Guidelines:

• Keep the message concise (3-5 sentences maximum)
• Use a neutral, professional tone
• Make it welcoming but not overly casual
• Suitable for company-wide or department-wide email/Slack message

Output Format: Provide the message as a ready-to-send communication that can be posted directly in an internal channel or email. Include a brief subject line if appropriate for email format.

Example structure:

• Subject line (if email)
• Opening greeting
• Introduction of the new hire with the required details
• Brief closing/call to action (optional, e.g., "Please join me in welcoming [Name] to the team")

Create a comprehensive Week-1 onboarding checklist for a new [Job Title] at [Company/Department Type].

Context: This checklist will be used by HR and hiring managers to ensure new employees have a smooth first week and complete all essential onboarding activities.

Please organize the checklist into the following categories:

• Administrative Tasks: Include items like paperwork completion, benefits enrollment, ID badge pickup, workspace setup, etc.
  
  
• System Access & Tools: List all necessary software, platforms, email accounts, VPN access, and tools the employee needs to perform their job.
  
  
• Introductory Meetings: Specify key stakeholders, team members, and departments the new hire should meet (e.g., direct manager, team members, cross-functional partners)
  
  
• Required Reading & Training: Include company policies, role-specific documentation, compliance training, and any onboarding materials

Format Requirements: 

• Present as a checkbox-style list (using [ ] for each item)
• Group items by day (Day 1, Day 2, etc.) within each category if appropriate
• Include 5-8 items per category
• Add brief descriptions (1 sentence) for items that may need clarification
• Prioritize items that must be completed in Week 1

Tone: Professional and welcoming, suitable for official onboarding documentation.

I need help creating a comprehensive HR/Operations internal onboarding checklist for new employees at my organization.

Please generate a detailed checklist that covers all essential tasks and activities that need to be completed during the employee onboarding process.

The checklist should include:

1. Pre-arrival tasks: (before the employee's first day) IT equipment setup, account creation, workspace preparation, etc.
2. First day activities: Welcome procedures, orientation sessions, paperwork completion, etc.
3. First week milestones: Training sessions, team introductions, initial assignments, etc.
4. First month objectives: Performance expectations, check-in meetings, ongoing training, etc.
5. Responsible parties: Indicate which department or role is responsible for each task (HR, IT, Manager, etc.)

Please organize the checklist in a clear, actionable format with:

• Checkboxes or bullet points for each item
• Logical grouping by timeframe and category
• Priority indicators where relevant (critical, important, optional)
• Any recommended deadlines or timeframes

The checklist should be applicable to a general corporate environment and cover compliance, administrative, technical, and cultural integration aspects of onboarding.

Create a comprehensive role-based access list for a specific job title within an organization.

Context: I need to establish appropriate access permissions for a new or existing role to ensure security compliance and operational efficiency.

Required Inputs:

1. Job Title: [Specify the exact job title, e.g., "Marketing Manager", "Junior Data Analyst", "Senior Software Engineer"]

2. Tools Used: [Provide a comma-separated list of all tools/systems this role needs, e.g., "Salesforce, Slack, GitHub, AWS Console, Tableau"]

3. Data Sensitivity Level: [Select one: Low / Medium / High]
   - Low: Public or non-sensitive information
   - Medium: Internal business data
   - High: Confidential, PII, or regulated data

4. Required Output Format: Generate a table with the following columns:
   | Tool | Access Level | Needed By | Approval Owner
   |------|--------------|-----------|----------------|

Column Definitions: 

• Tool: Name of the application or system
• Access Level: Specify the permission level (e.g., View Only, Edit, Admin, Custom role name)
• Needed By: Timeline for access provisioning (Day 1 / Week 1 / Month 1 / Later)
• Approval Owner: Role/title of the person who must approve this access (e.g., Direct Manager, IT Security Lead, Department Head)

Additional Requirements:

• Prioritize access based on criticality to job function
• Consider the principle of least privilege when assigning access levels
• Include brief justification notes if the access level seems elevated relative to typical role requirements
• Flag any tools that require special security training or compliance acknowledgment

Please provide practical, security-conscious recommendations appropriate for the specified data sensitivity level.

You are a project management analyst. Review the onboarding plan I provide below and identify potential issues by flagging the following three categories:

1. Steps dependent on manual approval - Any step that requires human review, sign-off, or authorization before proceeding
2. Missing owners - Any step that lacks a clearly assigned person or role responsible for completion
3. Steps likely to create delays - Any step that may cause bottlenecks due to complexity, dependencies, resource constraints, or typical processing times

Important constraints:

• Do NOT rewrite or reorganize the plan
• Do NOT suggest improvements or solutions
• ONLY flag issues by identifying the specific step and categorizing it under one or more of the three categories above

Output format: For each flagged item, provide:

• The step name/description (quote directly from the plan)
• Which category/categories it falls under
• A brief one-sentence explanation of why it was flagged

Onboarding plan to review: [Paste plan]

Create a comprehensive 30-60-90 day ramp-up plan for a new employee in the [Job Title] role at [Company/Department Type - e.g., tech startup, enterprise sales team, marketing agency].

Context: This onboarding plan should help a new hire progressively build knowledge and capabilities during their first three months, focusing on learning and integration rather than performance evaluation.

For each phase (Days 1-30, Days 31-60, Days 61-90), include:

Learning Goals (3-5 per phase):

• Specific knowledge areas, skills, or competencies to develop
• Understanding of systems, processes, tools, or team dynamics
• Progressive complexity from foundational to advanced topics 

Activities (5-8 per phase):

• Concrete actions the new hire should take (e.g., "Shadow team member on client calls," "Complete training module X," "Meet with stakeholder Y")
• Focus on what they should DO, not what outcomes they should achieve
• Include a mix of: training sessions, shadowing opportunities, relationship-building meetings, hands-on practice, and documentation review

Check-in Points:

• Scheduled touchpoints with manager or mentor (specify frequency and format)
• Key questions to discuss during check-ins
• Opportunities for the new hire to ask questions and seek clarification

Important Constraints:

• Do NOT include performance metrics, KPIs, or evaluation criteria
• Focus on learning and development, not results or deliverables
• Ensure activities build logically from one phase to the next
• Keep the tone supportive and developmental

Output Format: Present as a structured document with clear phase headers and bullet points for easy readability.

I need you to analyze a job description and categorize the required knowledge and skills into two distinct categories based on when they should be acquired.

Task: Review the job description I'll provide below and create two separate lists:

• Prerequisites (Learn-Before-Doing): Knowledge, skills, qualifications, or competencies that a candidate must possess BEFORE starting the job. These are non-negotiable requirements that cannot be effectively learned on the job (e.g., required degrees, certifications, foundational technical skills, years of experience in specific areas).
  
  
• On-the-Job Learning (Learn-While-Doing): Knowledge, skills, or competencies that can reasonably be acquired or developed after starting the position through training, mentorship, or hands-on experience (e.g., company-specific processes, particular software tools, team dynamics, industry nuances).

Guidelines:

• Be specific and list individual skills/requirements rather than grouping them
• Consider the complexity and time required to learn each skill
• Think about what's realistic to learn while maintaining job performance
• If something is ambiguous, note it and explain why it could fit in either category

Output Format: Please structure your response as follows:

1. LEARN-BEFORE-DOING (Prerequisites):
   [Item 1]
   [Item 2]
   [etc.]
   
   
2. LEARN-WHILE-DOING (On-the-Job):
   [Item 1]
   [Item 2]
   [etc.]
   
   
3. AMBIGUOUS/CONTEXT-DEPENDENT: [Any items that could go either way, with a brief explanation]
   
   
4. Job Description: [Paste JD here]

Create a comprehensive training outline for onboarding a new [Job Title] at [Company/Organization Type].

Context: This outline will be used by HR and hiring managers to structure the first [30/60/90] days of a new employee's onboarding experience.

Core Knowledge Areas: 

• Essential concepts, processes, and domain knowledge that the employee must understand
• Company-specific information (culture, policies, organizational structure)
• Industry or role-specific fundamentals

Tools and Systems to Learn: 

• Software applications and platforms
• Internal systems and databases
• Communication and collaboration tools
• Priority level for each tool (critical vs. nice-to-have)

Expected Artifacts or Outputs:

• Deliverables the employee should produce during onboarding
• Milestones or checkpoints to demonstrate progress
• Timeline for when each artifact should be completed

Key Stakeholders and Relationships:

• Teams and individuals, the new hire should meet
• Cross-functional partnerships to establish

Format Requirements:

• Provide an outline structure only (bullet points or numbered lists)
• Do NOT include full training content, detailed instructions, or lengthy descriptions
• Keep each item concise (1-2 lines maximum)
• Organize chronologically where appropriate (Week 1, Week 2, etc.)

Output should be: A scannable, high-level framework that can be customized and expanded later.

You are an HR professional designing an effective onboarding experience. Create a comprehensive 2-week shadowing plan for a new hire in the role of [specify role, e.g., "Marketing Coordinator" or leave blank for AI to choose a common role].

For each shadowing session, provide the following details in a structured table format:

Shadowing Plan Structure:

| Day | Person/Role to Shadow | Duration | Session Purpose | Key Learning Objectives | Questions the New Hire Should Ask |
|-----|----------------------|----------|-----------------|------------------------|-----------------------------------|

Requirements:

1. Who to Shadow: Include 5-7 different people across various departments and seniority levels (e.g., direct manager, peer team members, cross-functional partners, senior leadership)
   
   
2. Why Each Session Exists: For each session, clearly articulate:
   - The strategic purpose of the shadowing experience
   - How it connects to the new hire's role and responsibilities
   - What specific skills, processes, or knowledge they will gain
   
   
3. Questions to Ask: Provide 3-5 thoughtful, purpose-driven questions for each session that will help the new hire:
   - Understand workflows and decision-making processes
   - Learn about team dynamics and collaboration
   - Gain insights into company culture and values
   - Identify resources and support systems

Additional Elements to Include:

• A brief introduction explaining the overall goals of the shadowing plan
• Tips for the new hire on how to make the most of each session
• A follow-up reflection activity after completing the shadowing plan

Make the plan practical, actionable, and designed to accelerate the new hire's integration into the team and understanding of their role.

You are an HR professional preparing for new employee onboarding. Create a comprehensive Week-1 check-in script that I can use during a one-on-one conversation with a new hire at the end of their first week.

Context: This is a supportive check-in focused on the employee's onboarding experience, not a performance evaluation. The goal is to identify and resolve any obstacles to their successful integration into the company.

Required Focus Areas:

• Clarity gaps: Questions about understanding of role, responsibilities, expectations, and company processes
• Access or setup issues: Questions about technical access, equipment, systems, tools, and workspace setup
• Overwhelm or confusion signals: Questions to gauge information overload, unclear priorities, or general disorientation

Important Constraints:

• Do NOT include performance-related questions or assessments
• Keep the tone warm, supportive, and non-judgmental
• Frame questions to encourage honest feedback without making the employee feel they're being tested

Desired Output Format:

• Provide an opening statement to set the tone
• Organize questions by the three focus areas listed above
• Include 3-5 questions per focus area
• Add brief guidance notes for the HR professional on what to listen for in responses
• Include a closing statement that invites ongoing communication

Tone: Professional yet approachable, emphasizing support and problem-solving rather than evaluation.

You are an HR professional designing employee onboarding materials. Create a comprehensive 30-day onboarding feedback survey for new employees who have just completed their first month at the company.

Survey Objectives: The survey should assess new employees' onboarding experience and identify areas for improvement in the onboarding process.

Required Measurement Areas: Design questions that measure the following four dimensions:

• Role clarity: Understanding of job responsibilities, expectations, and success metrics
• Support availability: Access to managers, mentors, team members, and resources
• Pace of onboarding: Whether the training and information flow was too fast, too slow, or appropriate
• Confidence level: Employee's self-assessed readiness to perform their role independently

Question Format Requirements: 

• Use **scaled questions** (such as 1-5 Likert scale, 1-10 rating scale, or strongly disagree to strongly agree) for quantitative measurement
• Include at least one scaled question for each of the four measurement areas
• Add **exactly 2 open-ended questions** to gather qualitative feedback and suggestions

Deliverable Format: Present the survey in a clear, organized format with:

• A brief introduction explaining the survey's purpose
• Numbered questions grouped by measurement area (if appropriate) or in logical sequence
• Clear scale definitions for all scaled questions
• Professional, neutral wording suitable for corporate use

Total Survey Length: Aim for 8-12 questions total (including the 2 open-ended questions) to ensure completion without survey fatigue.

Create a comprehensive, recurring 1:1 meeting agenda template that I can use as a manager with my direct report during our first month working together. This template should be designed for weekly 30-45 minute meetings and facilitate effective communication, relationship building, and early identification of challenges.

The agenda template must include the following core sections:

1. Progress updates - A section for the direct report to share accomplishments and progress on current projects/goals
2. Blockers - A dedicated space to identify obstacles, challenges, or roadblocks preventing progress
3. Support needed - An area to discuss what help, resources, or guidance the direct report needs from me

Additionally, please include these elements to support the "first month together" context:

• An opening section for relationship building and check-in questions
• Space for discussing role clarity, expectations, and priorities
• A section for feedback exchange (both directions)
• Action items and follow-ups from previous meetings
• A closing section for next steps

Please format the template as follows:

• Use clear section headers with brief descriptions of what should be discussed in each section
• Include 2-3 example prompting questions or bullet points under each section to guide the conversation
• Design it to be easily editable (simple text format that I can copy into a document or meeting notes tool)
• Keep the tone professional yet approachable
• Ensure the flow is logical and encourages open dialogue

The final template should be practical, easy to follow, and take approximately 30-45 minutes to complete during a meeting.

You are an HR operations specialist at a mid-sized technology company. Draft an internal summary document about an onboarding issue that occurred with a new hire who started this week.

Context:

• The new hire is a Software Engineer who joined on Monday
• There was a problem with their laptop delivery and system access provisioning
• This has prevented them from completing standard first-week onboarding tasks
• The document will be shared with the HR Director and IT Manager

Create a concise summary document (approximately 200-300 words) using the following structure:

1. Issue: Clearly describe what went wrong during the onboarding process, including specific details about the problem.
   
   
2. Impact on New Hire: Explain how this issue has affected the new employee's onboarding experience and their ability to be productive.
   
   
3. Blocking Dependency: Identify what specific resource, approval, or action is preventing the resolution of this issue.

Next Action: Outline the concrete steps that will be taken to resolve this issue, including who is responsible and the expected timeline.

Use professional business language with a problem-solving tone. Focus on facts and actionable solutions rather than assigning blame.

You are an HR professional preparing a brief internal progress update about a new employee's onboarding experience during their first few weeks with the company.

Your Task: Write a factual, non-evaluative summary (150-250 words) that documents what the new hire has completed, participated in, or been exposed to during their initial onboarding period.

What to Include:

• Orientation sessions attended (e.g., company overview, benefits enrollment, IT setup)
• Training modules or programs completed
• Key team members or departments they've been introduced to
• Projects, tasks, or systems they've been exposed to
• Any shadowing, mentoring, or collaborative activities they've participated in
• Administrative milestones completed (e.g., paperwork, system access, workspace setup)

Important Constraints:

• Do NOT include any assessments of quality, performance, competence, or skill level
• Do NOT use evaluative language (avoid words like "excellent," "struggling," "quickly," "slowly")
• Focus solely on WHAT has occurred, not HOW WELL it was done
• Use neutral, factual language throughout
• Write in third person or passive voice as appropriate for internal HR documentation

Tone: Professional, objective, and informational

Format: A single paragraph or short bulleted summary suitable for internal HR records or manager briefings.

Help a manager prepare talking points for a performance review for an employee in the [Job Title] role.

Inputs:

• Review period: [e.g., Jan–Jun 2026]
• Key responsibilities: [paste]
• Notes or examples: [paste]

Output structure:

• Key contributions (with examples)
• Areas needing improvement (with observable behaviors)
• Topics to discuss further

Rules:

• No ratings
• No labels like “top performer” or “underperformer”
• Stick to observable actions

You are a feedback improvement specialist. Your task is to rewrite vague or general feedback into specific, actionable statements that the recipient can clearly understand and act upon.

Rules:

• Replace general statements with concrete behaviors
• Keep tone neutral
• Do not add new criticism

[Paste feedback]

You are a management coach helping me prepare for a performance conversation with an employee who has not met expectations.

Please create a structured conversation framework that includes the following four sections:

Expectation Setting (What was agreed upon): 

• Provide a template for clearly stating the original expectation that was established
• Include when and how this expectation was communicated
• Reference any specific metrics, deadlines, or quality standards that were set

Observed Performance (What actually happened):

• Provide a template for objectively describing what was observed instead
• Focus on specific, factual observations rather than judgments
• Include space to note the gap between expectation and actual performance

Discovery Questions (Understanding the context): 

• Provide 5-7 open-ended questions I can ask to understand:
• What obstacles or challenges did the employee face
• What resources or support may have been missing
• The employee's perspective on what happened
• Any circumstances I may not be aware of

Resetting Expectations (Moving forward):

• Provide a template for collaboratively establishing clear, renewed expectations
• Include how to confirm mutual understanding
• Suggest how to establish checkpoints for monitoring progress

Important constraints:

• Do NOT include any discussion of consequences, disciplinary actions, or performance improvement plans
• Keep the tone constructive and focused on understanding and improvement
• Frame this as a coaching conversation, not a disciplinary one

Please format each section with clear headers and provide specific language examples I can adapt to my situation.

Create a simple structure for a performance review conversation that balances:

• What’s working
• What’s unclear
• What needs adjustment

Keep it to 5–6 discussion points.

Review the following goals and flag:

• Ambiguous wording
• Overlapping goals
• Goals without clear ownership

Do not rewrite. Flag only. [Paste goals]

I need you to transform team-level OKRs (Objectives and Key Results) into clear, actionable goals that individual employees can easily understand and relate to their daily work.

For each OKR, please rewrite it in plain language that addresses these three specific areas:

1. What they control: Explain the specific actions, tasks, or behaviors within the employee's direct influence and responsibility
2. What "progress" looks like: Describe concrete, observable indicators that show the employee is making progress (include examples of milestones or checkpoints when possible)
   
   
3. What is out of scope: Clearly state what is NOT expected of them, or what falls outside their responsibility for this goal

Formatting requirements:

• Present each rewritten goal separately
• Use simple, jargon-free language (avoid corporate buzzwords)
• Structure each goal with clear headers for the three focus areas above
• Keep explanations concise (2-3 sentences per section)

Example structure:

• Goal: [Plain language version of the OKR]
• What you control: [Specific actions/responsibilities]
• What progress looks like: [Observable indicators]
• What's out of scope: [What's not expected]

Here are the team OKRs to rewrite: [Paste OKRs]

I need you to create a conversation script for a manager who needs to have a mid-cycle performance review meeting with an employee to reset or adjust their goals due to changing business priorities.

Tone guidelines:

•  Calm and reassuring
• Transparent about the reasons for change
• Non-defensive (acknowledge this is an organizational decision, not the employee's fault)
• Collaborative and supportive
• Professional yet empathetic

Create a recurring 1:1 coaching agenda for an employee in the [Job Title] role.

Context:

• Manager role: [Manager role/title]
• Team type: [e.g., product, sales, ops]
• Work model: [remote / hybrid / on-site]
• Cadence: [weekly / biweekly]

Agenda requirements: Clear time blocks (total 30–45 minutes)

Separate sections for:

• Progress since last check-in
• Current blockers or delays
• Support needed from manager
• Skill or behavior to focus on next
• One closing question that invites employee input

Rules:

• No ratings
• No peer comparison
• No performance labels

Rewrite the feedback below so it supports development, not judgment.

Context:

• Employee role: [Job Title]
• Situation where feedback occurred: [e.g., sprint review, client call, project handoff]
• Intended outcome of feedback: [e.g., clearer communication, better prioritization]

Rules:

• Reference the specific situation
• Describe observable behavior only
• Include one concrete next step
• Do not soften or exaggerate

[Paste feedback]

Help a manager plan a difficult feedback conversation with an employee.

Context:

• Issue observed: [specific issue]
• When it occurred: [timeframe]
• Impact on work or team: [impact]

Output structure:

• Opening statement (fact-based, calm)
• Description of observed behavior
• Question to understand context
• Clear expectation going forward
• Check-in plan

Do not suggest consequences, warnings, or ratings.

Draft a short follow-up note after a coaching or feedback conversation.

Context:

• Conversation date: [date]
• Topics discussed: [bullets]
• Agreements made: [bullets]

Output must include:

• What was discussed (factual)
• What actions were agreed
• When will the next check-in happen

Tone: Maintain a neutral, clear, and documented tone, avoiding motivational language.

Create an engagement survey for employees in the [Job Title] role.

Context:

• Team type: [e.g., engineering, sales, ops]
• Work model: [remote / hybrid / on-site]
• Company size: [range]

Survey requirements:

• 8-10 questions total
• Mix of scale-based and open-ended

Cover:

• Workload manageability
• Role clarity
• Manager support
• Growth visibility
• Friction or blockers

Rules:

• Avoid “how happy are you” language
• No leading or value-loaded questions

You are tasked with reviewing engagement survey questions for quality issues. I will provide you with a list of survey questions, and you should analyze each one to identify problems.

Your task: Flag questions that have any of the following issues:

• Vague wording - Questions that are unclear, ambiguous, or use undefined terms
• Leading phrasing - Questions that suggest a desired answer or contain bias
• Questions that don't lead to action - Questions whose responses wouldn't provide actionable insights for organizational improvement

Important constraints:

• Do NOT rewrite or improve the questions
• ONLY flag problematic questions and identify which issue(s) they have
• If a question has multiple issues, flag all that apply

Output format: For each problematic question, provide:

• The question text (or reference number if provided)
• The issue(s) identified (vague wording, leading phrasing, and/or not actionable)
• A brief explanation (1-2 sentences) of why it's problematic

If a question has no issues, you may skip it or note that it's acceptable.

Here are the engagement survey questions to review: [Paste your survey questions here]

As an HR professional, create a short pulse survey designed to be distributed 2–3 weeks after a recent organizational change has been implemented.

Context:

• Change implemented: [e.g., org restructure, policy update, tool rollout]
• Audience: [team/department]

Survey requirements: 

• Max 5 questions
• Focus on clarity, impact, and friction
• One open-ended question asking “what’s harder than expected”

Write a recognition message for an employee in the [Job Title] role.

Context:

• Action or contribution to recognize: [specific]
• When it occurred: [timeframe]
• Impact on team or work: [impact]

Rules:

• No superlatives (“amazing”, “rockstar”)
• Reference the specific action
• Keep under 120 words

I need you to analyze recognition messages for quality and consistency issues. Please review the messages I've provided below and identify any problems in the following three categories:

Overuse of Generic Praise:

• Flag phrases that are vague or could apply to anyone (e.g., "great job," "excellent work," "team player")
• Note when praise lacks meaningful content

Inconsistent Tone: 

• Identify variations in formality level (casual vs. professional)
• Note shifts in enthusiasm or warmth across messages
• Flag mismatches in voice or style

Missing Specificity:

• Point out messages that don't mention concrete actions, behaviors, or results
• Identify where impact or outcomes aren't described
• Note the absence of context about what was recognized

Important: Do NOT rewrite or improve the messages. Only analyze and flag issues.

Output Format: For each message with issues, please provide:

• Message identifier (number or first few words)
• Category of issue(s)
• Brief explanation of the problem
• Specific example/quote demonstrating the issue

Recognition Messages to Review: [Paste your recognition messages here]

Draft a short recognition note for a team milestone achievement.

Required Information:

• Team name: [team]
• Milestone achieved: [what]
• Impact/significance: [impact]

Tone and Style Guidelines:

• Keep the tone professional and appreciative
• Remain factual and specific (avoid generic praise)
• Be concise (aim for 3-5 sentences or approximately 75-125 words)

Structure:

• Open with direct acknowledgment of the team and milestone
• Briefly explain why this achievement matters (reference the impact)
• Close with an appreciation or a forward-looking statement

Constraints:

• Avoid hyperbole or overly emotional language
• Do not include placeholder text like "congratulations" unless it fits naturally
• Focus on the achievement itself rather than individual team members
• Ensure the note can stand alone without requiring additional context

Output Format: Provide the note as a single, cohesive paragraph or 2-3 short paragraphs ready to be shared via email, Slack, or team communication channels.

Write an internal communication explaining a recent policy change.

Context:

• Policy affected: [policy]
• What changed: [summary]
• Why now: [reason]

Required sections:

• What’s changing
• What’s staying the same
• Who this affects
• Where to ask questions

Tone: clear, transparent, non-defensive.

You are an HR communications specialist. I need you to transform a list of recurring employee questions into a polished internal FAQ document.

Context: These are real questions our employees have been asking HR repeatedly. We need a clear, accessible FAQ to reduce repetitive inquiries.

Input: I will provide a list of employee questions below.

Your Task:

1. Organize the questions into logical categories (e.g., Benefits, Time Off, Payroll, etc.)
2. For each question, provide ONE clear, concise answer
3. Write answers in plain, conversational language that any employee can understand
4. Avoid legal jargon, corporate speak, or overly formal language
5. If a question requires personalized information, legal review, or manager approval, mark it with [REQUIRES HUMAN FOLLOW-UP] and explain what type of follow-up is needed

Output Format: 
## [Category Name]
Q: [Question]
A: [Clear, concise answer]

Quality Standards:

• Answers should be 2-4 sentences maximum
• Use active voice and direct language
• Include specific details (dates, amounts, processes) when available
• If information is missing to answer fully, note: [NEEDS CLARIFICATION: what information is needed]

Employee Questions: [Paste questions here]

Create manager talking points for discussing a sensitive internal topic.

Context:

• Topic: [e.g., layoffs, policy tightening, org changes]
• Audience: [team type]

Focus on:

• What managers can say
• What they should not speculate on
• Where to redirect unanswered questions

Create an exit interview script for an employee leaving the [Job Title] role.

Include:

• Role clarity questions
• Manager support questions
• Workload and growth questions

Tone: neutral, listening-focused.

I need you to analyze exit interview notes and provide a pattern-focused synthesis. Your role is to identify trends and themes objectively, without making judgments about individuals or proposing solutions.

Your Task: Review the exit interview notes I'll provide and create a structured summary organized into three distinct sections:

1. Repeated Themes: Identify patterns, issues, or topics mentioned by multiple departing employees. Note the frequency or prevalence when possible (e.g., "mentioned by 5 out of 8 interviewees").

2. One-Off Issues: List unique concerns or feedback points raised by individual employees that don't fit broader patterns but may still be noteworthy.

3. Areas Needing Follow-Up: Highlight topics that appear incomplete, require clarification, or suggest the need for additional investigation (without proposing specific actions).

Important Constraints:

• Remain strictly objective and factual
• Do NOT assign blame to individuals, teams, or departments
• Do NOT provide recommendations or solutions
• Do NOT make judgments about the validity of feedback
• Focus solely on synthesizing what was said, not what should be done about it

Output Format: Please structure your response with clear headings for each of the three sections, using bullet points for easy readability.

Exit Interview Notes: [Paste your exit interview notes here]

You are an HR analytics specialist. I need you to analyze retention risk data and provide a descriptive summary without recommendations.

Context: I have data from employee engagement surveys, stay interviews, and/or exit interviews that I need analyzed to identify retention risks within my organization.

Your Task: Create a comprehensive Retention Risk Signal Summary that identifies patterns and concerns across three specific categories:

1. Signals of Disengagement
      - List observable indicators that employees are becoming less engaged
      - Include behavioral patterns, sentiment shifts, or participation declines
      - Note frequency or prevalence if patterns emerge across multiple data points
   
   
2. Areas of Friction
      - Identify specific pain points, obstacles, or sources of frustration mentioned by employees
      - Highlight systemic issues, process problems, or relationship challenges
      - Group similar friction points together when they appear repeatedly
   
   
3. Missing Information
      - Identify gaps in the available data that limit full understanding of retention risks
      - Note areas where employee feedback is unclear, contradictory, or absent
      - Highlight topics that weren't adequately explored in the interviews/surveys

Important Constraints:

• Do NOT propose solutions, recommendations, or action items
• Focus solely on describing and categorizing what the data reveals
• Remain objective and factual in your analysis
• If making inferences, clearly label them as such

Output Format: Present your findings using clear headers for each of the three categories above, with bullet points listing specific signals, friction areas, or information gaps under each section.

You are an HR policy writer. Draft a formal HR policy based on how the process currently works in practice.

Context:

• Policy topic: [e.g., remote work, leave, expense reimbursement]
• Applicable locations: [countries/states]
• Employee types: [full-time, contractors, interns]
• What currently happens in practice: [describe informally]

Policy requirements:

• Clear scope (who it applies to)
• Step-by-step rules (not principles)
• Approval authority
• Exception handling
• Effective date

Constraints:

• Do NOT add benefits or restrictions not stated
• Use plain, employee-readable language
• Flag sections that may need legal review

Update the following HR policy to reflect a recent change.

Context:

• Policy name: [policy]
• What changed: [specific change]
• Effective date: [date]

Instructions:

• Keep unchanged sections intact
• Clearly modify only affected clauses
• Highlight what changed and why (internally)

Output:

• Updated policy text
• Summary of changes (for HR/internal use)

You are acting as an HR policy reviewer helping identify areas that could lead to inconsistent application or employee disputes.

Context:

• Policy audience: [e.g., all employees / managers only / people managers + HR]
• Policy jurisdiction: [country/state, if applicable]
• Where this policy is applied: [e.g., leave approval, performance actions, remote work requests]
• Known issue (if any): [optional – e.g., managers interpret this differently]

Task: Review the policy text below and flag only the following:

Ambiguous language: Words or phrases that could reasonably be interpreted in more than one way by different managers or employees.

Interpretation risk points: Clauses where two managers could make different decisions for the same situation.

Undefined discretion areas: Places where the policy says something is “manager’s discretion” or “as applicable” without guardrails.

Output format (mandatory): For each issue, provide:

• Policy section / sentence (quote or reference)
• Type of issue (Ambiguity / Interpretation risk / Undefined discretion)
• Why this could cause inconsistency in real use

Rules:

• Do NOT rewrite the policy
• Do NOT suggest fixes
• Do NOT give legal advice
• Focus only on clarity and consistency risk

Policy text: [Paste policy here]

Example to avoid: “Evaluate this resume for a Senior Product Manager role and tell me if the candidate is a good fit.”

Why this breaks:

• Delegates decision authority to AI
• Mixes subjective notes with hidden weighting
• No accountability path

What to do instead:

• Use AI to structure notes
• Keep decisions with hiring panels

Example to avoid: “Is this employee ready for promotion based on their reviews?”

Why this breaks:

• Combines historical bias with AI inference
• No visibility into tradeoffs
• No consistency across employees

What to do instead:

• Use defined role criteria
• Compare evidence against expectations, not peers

Example to avoid: “Write a rejection email explaining why this candidate wasn’t selected.”

Why this breaks:

• AI invents reasons
• Increases legal exposure
• Creates inconsistency across candidates

What to do instead:

• Use neutral, standardized rejection templates
• Avoid role-specific judgments in writing

Example to avoid: “What does this interview response say about the candidate’s mindset or attitude?”

Why this breaks:

• Infers traits beyond evidence
• Introduces unconscious bias
• Outputs cannot be defended or reviewed

What to do instead:

• Stick to observable behavior
• Document what was said, not what it “means”

Example to avoid: “Summarize all inputs and recommend a final hiring decision.”

Why this breaks:

• Compresses complexity into a single output
• Hides tradeoffs
• Eliminates human checkpoints

What to do instead:

• Separate inputs, evaluation, and decisions
• Use AI for organization, not authority