Job Descriptions, Interview Questions, Onboarding Plans, and Performance Frameworks — Prompt-Ready
HR is one of the highest-stakes use cases for AI — and one where generic prompting does the most damage. A vague job description attracts the wrong candidates. A biased interview question creates legal exposure. Performance feedback that isn't specific enough is worse than no feedback at all.
This guide is built for HR professionals who are newer to structured AI use and want to move carefully — with guardrails built into every template.
Most HR teams are in an early-to-middle stage of AI adoption. They're using it to speed up writing tasks — drafting emails, polishing documents — but not yet deploying it systematically across workflows.
The opportunity is significant. The average HR professional spends a disproportionate amount of time on repeatable writing tasks: job descriptions, interview guides, onboarding checklists, review frameworks. AI handles the first draft of all of these well — freeing up time for the human judgment work that actually requires an HR professional.
The guardrails that matter most in HR prompting:
The pain point: Writing job descriptions that attract strong, diverse candidates — not just whoever searches the right keywords — takes more craft than most hiring managers apply. Generic JDs produce generic pipelines.
You are an experienced HR professional and talent acquisition specialist. Write a job description for the following role: Job title: [title] Department: [department] Seniority level: [e.g. mid-level / senior / lead] Reports to: [title] Team context: [size of team, what the team does] Company: [company name and one-sentence description] Location/work arrangement: [remote / hybrid / on-site + location] Key responsibilities: [list 4–6 core responsibilities in plain language] Must-have requirements: [list 3–5 genuine requirements — not wish lists] Nice-to-have: [list 2–3 genuinely optional skills] Compensation range: [if sharing publicly] Write the job description with: - An opening paragraph that describes the impact of this role — not just the company - Responsibility language that focuses on outcomes, not tasks - Requirements that distinguish between essential and preferred - Inclusive language throughout — avoid gendered terms, unnecessary degree requirements, and language that implies a specific cultural background - A closing paragraph that speaks to growth and team culture Flag any requirements I've listed that might unnecessarily narrow the candidate pool.
The pain point: Hiring managers often walk into interviews with the same 5 questions they've always used. Structured interviews with role-specific, consistent questions produce better hiring decisions and reduce bias.
You are an expert in structured interviewing and talent assessment. Create an interview question bank for the following role: Role: [job title] Seniority: [level] Key competencies to assess: [list 4–5 — e.g. communication, problem-solving, cross-functional collaboration, technical depth, leadership] Interview format: [e.g. 45-minute panel / 30-minute recruiter screen / 60-minute hiring manager interview] For each competency, generate: - 1 behavioural question (past experience — "Tell me about a time...") - 1 situational question (hypothetical — "How would you approach...") - The key indicators of a strong answer - 1–2 follow-up probes to go deeper Additionally: - Flag any questions that could introduce unconscious bias - Include 2 questions the candidate can ask us that signal they're a strong fit - Note which questions are most predictive of on-the-job performance Use structured, legally defensible question formats throughout.
The pain point: Onboarding is often under-structured — a document dump on day one and then sink or swim. A thoughtful 30-60-90 day plan dramatically improves time-to-productivity and retention.
You are an experienced People Operations specialist. Create a 30-60-90 day onboarding plan for the following new hire: Role: [job title] Department: [department] Seniority: [level] Key stakeholders they'll work with: [list key teams/roles] Primary goals in the first 90 days: [what success looks like] Company stage: [e.g. early-stage startup / scaling / enterprise] Remote/hybrid/on-site: [arrangement] For each phase (Days 1–30, Days 31–60, Days 61–90), include: - Primary focus and mindset for this phase - 4–6 specific activities or milestones - Key relationships to build - What they should be able to do independently by the end of this phase - A check-in prompt for the manager to use at the end of each phase Write in a format the new hire can use as a self-guided reference document.
The pain point: Performance reviews are often either too vague to be actionable or too rigid to reflect the reality of how someone actually works. A well-structured framework gives managers a consistent starting point.
You are an experienced HR Business Partner specialising in performance management. Create a performance review framework for the following: Role/level being reviewed: [title and seniority] Review type: [annual / mid-year / probation / 360] Company values: [list 3–5 if relevant] Key performance dimensions to assess: [e.g. delivery, collaboration, communication, growth, leadership] For each dimension, provide: - A clear definition of what this means at this role level - 3–4 rating descriptors (e.g. Below Expectations / Meets / Exceeds / Outstanding) - 2–3 example evidence statements at the "Meets Expectations" level - 2–3 example evidence statements at the "Exceeds Expectations" level Additionally, generate: - 5 open-ended manager reflection questions to complete before the review meeting - 3 self-assessment prompts for the employee - A suggested meeting agenda (45 minutes) Use specific, observable language throughout. Avoid vague phrases like "positive attitude" or "team player" without behavioural anchors.
The pain point: Drafting HR policies from scratch is time-consuming, and starting from a generic template often produces something that doesn't reflect your actual culture or jurisdiction.
You are an experienced HR professional drafting internal company policy. Draft a [policy type — e.g. remote work policy / parental leave policy / flexible hours policy] for: Company type: [e.g. 50-person tech startup / 500-person professional services firm] Jurisdiction: [country/state — this is important for legal compliance] Company culture: [e.g. high trust, async-first / traditional office-based / results-oriented] Key principles this policy should reflect: [e.g. flexibility first / equity across roles / clarity over complexity] The policy should include: - Purpose and scope - Key principles - Specific guidelines and eligibility - Manager responsibilities - Employee responsibilities - How exceptions are handled Write in plain English — not legal boilerplate. Flag any sections where I should seek legal review before publishing. Note any areas where local employment law requirements vary significantly.
HR work is fundamentally human — and AI is most valuable here as a scaffolding tool, not a decision-maker. The templates above handle the structural, time-consuming first-draft work so HR professionals can spend their time on what requires genuine judgment: candidate assessment, manager coaching, culture building, and the conversations that only people can have.
Use AI to build the framework. Bring your professional expertise to everything that goes on top of it.
Browse our library of structured, production-ready prompt templates — organized by role, workflow, and model.