Cut Hours of HR Busywork With 30 Ready-to-Use ChatGPT Prompts

Write a detailed job description for a [job title] role at [company name], a [industry/company type] company with [number] employees. Include a compelling company overview, key responsibilities (8-10 bullet points), required qualifications, preferred qualifications, salary range of [range], and benefits. Use an inclusive, gender-neutral tone that appeals to diverse candidates.

Review the following job description and rewrite it to remove gendered language, unnecessarily exclusionary requirements, and corporate jargon. Replace "must-have" requirements that are actually "nice-to-haves" with preferred qualifications. Keep the core role expectations intact. Here is the job description: [paste job description]

Create 10 structured behavioral interview questions for a [job title] position. For each question, include: the competency being assessed, the question itself using the STAR format prompt, a description of what a strong answer looks like, and one red-flag answer to watch for. Focus on competencies like [list 3-4 key competencies for the role].

Write a professional and empathetic rejection email for a candidate who interviewed for the [job title] position at [company name]. They made it to [interview stage, e.g., final round]. Acknowledge their strengths in [specific area], explain we moved forward with another candidate without being vague, and genuinely encourage them to apply for future roles. Keep it under 150 words.

Create a hiring scorecard for the [job title] role. Define 5-7 key competencies required for success in this position, with each competency rated on a 1-5 scale. For each competency, provide: a one-sentence definition, behavioral indicators for scores of 1 (poor), 3 (acceptable), and 5 (exceptional). The role reports to [manager title] and the team priorities are [list 2-3 priorities].

Create a structured 90-day onboarding plan for a new [job title] joining [department] at [company name]. Break it into three phases: Days 1-30 (learning and orientation), Days 31-60 (contributing with support), Days 61-90 (independent ownership). For each phase, list specific goals, key meetings to schedule, training to complete, deliverables expected, and how the manager should check in. The new hire will report to [manager title] and work closely with [team/stakeholders].

Write a warm, informative welcome email to send to [new hire name] who is starting as [job title] on [start date]. Include: a genuine welcome message, what to expect on day one (arrival time, who to ask for, dress code), what they need to bring (ID, documents), links or instructions for [systems they need to set up, e.g., email, Slack], their buddy/point of contact name [name], and the first-week schedule overview. Keep the tone friendly but professional.

Build a detailed onboarding checklist for managers welcoming a new [job title] to their team. Organize it by timeline: 1 week before start (IT setup, desk/equipment, accounts), Day 1 (introductions, systems walkthrough, lunch plan), Week 1 (key meetings, initial training), and Month 1 (first project assignment, feedback session). Include specific action items with responsible parties for each task. Our tools include [list main tools like Slack, Jira, Google Workspace, etc.].

Create a 15-question onboarding experience survey for new hires to complete after their first [30/60/90] days at [company name]. Include a mix of rating-scale questions (1-5) and open-ended questions covering: clarity of role expectations, quality of training received, manager support, team integration, tool and resource access, and overall satisfaction. End with one question asking what we should change about onboarding.

Write an internal team announcement for [new hire name] who is joining as [job title] in [department] on [start date]. Include: their professional background (previously at [previous company] doing [brief role]), what they will be working on, a fun personal fact ([hobby or interest]), and how the team can welcome them (e.g., say hi on Slack in [channel name]). Keep it under 120 words and make it warm without being over-the-top.

Write a balanced performance review summary for an employee in the [job title] role covering the period [date range]. Their key accomplishments include: [list 3-4 accomplishments]. Areas where they need improvement: [list 1-2 areas]. Rate them overall as [exceeds expectations / meets expectations / needs improvement]. Include specific, behavioral feedback for each point, 2-3 forward-looking development goals for the next review period, and a supportive closing statement. Use direct but respectful language.

Generate 10 self-assessment questions for employees to complete before their [annual/quarterly] performance review at [company name]. Questions should prompt reflection on: key accomplishments and measurable impact, challenges faced and how they were handled, skills developed, collaboration with teammates, alignment with company values of [list values], and goals for the next period. Write them in second person and make each question specific enough to prevent vague one-line answers.

Draft a Performance Improvement Plan (PIP) for an employee in the [job title] role who is underperforming in [specific area(s)]. Include: a clear description of the performance gap with specific examples ([list examples]), measurable expectations for improvement, resources and support the company will provide (e.g., [training, mentoring, reduced workload]), a timeline of [30/60/90] days with weekly check-in dates, clear consequences if improvement is not achieved, and an employee acknowledgment section. The tone should be firm, fair, and genuinely supportive of improvement.

Prepare talking points for a manager delivering a [needs improvement / below expectations] performance review to a [job title] team member. The main issues are: [describe 2-3 performance issues with examples]. Structure the conversation as: opening with genuine positive observations, transitioning to concerns using specific behavioral examples (not personality judgments), discussing root causes collaboratively, presenting the improvement plan, and closing with commitment and support. Include 3 possible employee objections and how to respond to each constructively.

Create a structured peer feedback form for [company name]'s [quarterly/annual] 360 review process. Include 8 questions covering: collaboration and teamwork, communication effectiveness, reliability and follow-through, technical or functional contribution, alignment with company values, and one area for growth. Use a mix of 1-5 rating scales (with labeled anchors) and open text fields. Add an instruction header explaining that feedback should be specific, behavioral, and constructive. The person being reviewed is a [job title] in [department].

Write a comprehensive remote work policy for [company name], a [industry] company with [number] employees. We allow [fully remote / hybrid with X days in office / flexible]. Cover: eligibility criteria, work hours and availability expectations (our core hours are [time range] in [timezone]), communication norms (expected response times, required tools like [Slack, Zoom, etc.]), home office requirements, expense reimbursement for [list items like internet, equipment], data security requirements, performance measurement approach, and the process for requesting or modifying remote arrangements. Keep the tone clear and human, not legalistic.

Draft a paid time off policy for [company name] that includes: annual PTO allowance of [number] days, how PTO accrues (front-loaded vs. accrual), request and approval process with minimum notice of [X days/weeks], blackout periods if any ([dates or "none"]), carryover rules ([use-it-or-lose-it / carryover up to X days]), sick leave provisions ([X days or unlimited]), parental leave ([X weeks paid]), bereavement leave, and jury duty. Address how PTO works for part-time employees. We are based in [state/country] and need to comply with local regulations. Write it in plain English.

Write a workplace anti-harassment and anti-discrimination policy for [company name]. Include: a clear statement of zero-tolerance commitment, definitions of harassment, discrimination, and bullying with workplace-relevant examples, coverage scope (employees, contractors, vendors, clients), reporting procedures with multiple channels (manager, HR at [HR email], anonymous hotline at [number/link]), investigation process overview with expected timelines, anti-retaliation protections, consequences for violations, and the responsible party for policy oversight ([HR Director name/title]). The policy must comply with [country/state] employment law. Use firm, unambiguous language.

Create an AI usage policy for employees at [company name] covering tools like ChatGPT, Copilot, Midjourney, and similar. Address: approved AI tools and any requiring manager approval, prohibited uses (entering customer PII, proprietary code, financial data, or [other sensitive data types]), data classification guidelines for what can and cannot be input into AI tools, intellectual property ownership of AI-generated outputs, disclosure requirements (when must employees disclose AI was used), quality review requirements before using AI outputs externally, and consequences for policy violations. We are in the [industry] industry with [specific compliance requirements like HIPAA, SOC2, GDPR if applicable].

Write the [section topic, e.g., "Code of Conduct" / "Social Media Policy" / "Expense Reimbursement" / "Workplace Safety"] section for [company name]'s employee handbook. Include: the purpose of the policy in 1-2 sentences, detailed guidelines with specific do's and don'ts, real-world examples of compliant and non-compliant behavior, the process for questions or exceptions, consequences for violations (progressive discipline where appropriate), and who owns this policy ([title/department]). Write it at an 8th-grade reading level. Our company values are [list values] and this policy should reflect them.

Write an internal announcement about [type of change: restructuring / leadership change / merger / office relocation / policy change] at [company name]. The key facts are: [describe what is changing, when, and why]. Address: what is changing and the effective date, the business rationale in honest terms (not corporate spin), how it affects employees specifically, what is NOT changing (to reduce anxiety), next steps and timeline, who to contact with questions ([name/email]), and when a follow-up Q&A will happen. The tone should be transparent, empathetic, and direct. Write it from [CEO / HR Director / Department Head]'s perspective.

Write an engaging open enrollment announcement for [company name] employees. Enrollment period is [start date] to [end date]. Key changes this year: [list changes, e.g., new dental provider, HSA contribution increase, added mental health benefit]. Include: a clear timeline with action deadlines, a summary of what is new or changed vs. staying the same, step-by-step enrollment instructions using [platform/system name], what happens if employees take no action (auto-enrollment details), and where to get help ([benefits email, info session dates]). Make it skimmable with bullet points - employees will not read a wall of text about benefits.

Write an email inviting all employees at [company name] to participate in our [annual engagement / pulse / DEI / culture] survey. Include: why this survey matters and how past results led to specific changes ([list 1-2 real changes made from previous surveys]), that it takes approximately [X] minutes, the deadline of [date], a direct link placeholder [survey link], confidentiality assurances (explain how anonymity is protected), and what will happen with the results (timeline for sharing findings). Write it from [sender name/title]. The goal is to achieve at least [X%] participation rate.

Write a communication to [individual employee / all employees] about [annual compensation adjustments / market-rate salary increase / bonus payout / equity refresh]. Key details: [describe the specifics, e.g., average raise percentage, bonus amounts, effective date]. For an individual letter, the employee is [name], their new salary is [amount], effective [date], with a bonus of [amount]. Include: appreciation for their contribution with specific callouts, the compensation change details, context on how decisions were made (market data, performance, budget), total compensation summary if applicable, and next steps. Tone should be appreciative and straightforward.

Draft a sensitive company-wide communication about a reduction in force at [company name]. The facts: [number or percentage] of positions are being eliminated across [departments/locations], effective [date], due to [honest reason: market conditions, restructuring, etc.]. Address: a direct, non-euphemistic acknowledgment of what is happening, the business reasons without deflecting blame, what affected employees will receive (severance of [X weeks], benefits continuation for [X months], outplacement support), how remaining employees will be supported, what happens to affected team workloads, and a commitment to transparency going forward. Do not use phrases like "right-sizing" or "synergy." Write from [CEO/leader name].

Create a detailed training program outline for [topic, e.g., "leadership development for new managers" / "unconscious bias" / "data privacy compliance"] at [company name]. Include: program objectives (3-4 measurable learning outcomes), target audience and prerequisites, total duration and session breakdown (recommend [X] sessions of [Y] minutes each), content outline for each session with key activities, mix of delivery methods (lecture, group exercises, case studies, role-play), required materials or pre-work, assessment method to measure learning, and a post-training reinforcement plan for the 30 days after completion. Our team size is [number] and training will be [in-person / virtual / hybrid].

Generate a 15-question quiz for [compliance topic: workplace safety / data privacy / anti-harassment / HIPAA / information security] training at [company name]. Include a mix of: multiple choice (8 questions), true/false (4 questions), and scenario-based questions (3 questions) where employees must identify the correct action. For each question, provide the correct answer and a brief explanation of why it is correct. Difficulty should ensure employees who paid attention pass easily, but those who skipped the training will struggle. Passing score should be [80/90]%.

Design a [6-month / 12-month] mentorship program framework for [company name] targeting [new hires / mid-level employees / women in leadership / technical staff]. Define: program goals and expected outcomes for both mentors and mentees, eligibility criteria and application process, matching criteria (skills, career goals, department diversity), structured meeting cadence (recommend frequency and duration), conversation guides for the first 3 meetings, milestones and checkpoints at [monthly / quarterly] intervals, how to measure program success (metrics and feedback mechanisms), and a graceful exit process if a pairing is not working. We have approximately [number] potential participants.

Create a training needs assessment survey for [department / all employees] at [company name] to identify skill gaps and development priorities for [year/quarter]. Include 12-15 questions covering: self-rated proficiency in key skills relevant to [department/role type], preferred learning formats (e-learning, workshops, coaching, etc.), time availability for training (hours per week/month), current challenges in their role, career development goals for the next 12 months, specific tools or technologies they want to learn, and manager-identified team skill gaps. Use a mix of rating scales, multiple select, and 2-3 open-ended questions. Include a short introduction explaining how results will be used.

Plan a [quarterly / monthly] lunch-and-learn series for [company name] with [6 / 12] sessions. For each session, provide: a compelling title, the topic and why it matters to employees, suggested speaker (internal role or external type), a 45-minute agenda breakdown (intro, main content, interactive element, Q&A), 3 discussion questions to drive engagement, and one follow-up resource or action item. Topics should mix professional development (e.g., [skill area]), wellness (e.g., [wellness topic]), and business literacy (e.g., [business topic]). Our company is in the [industry] industry and employees have expressed interest in [list 2-3 interest areas].