Gemini prompts for HR job posts, interviews and onboarding

Build an interview kit of 8 questions for [ROLE TITLE] from this posting and these must-haves. Posting: [PASTE JOB POST]. Must-haves: [MUST HAVES]. Output a table with columns Question, Must-have it tests, What a strong answer names, What a weak answer skips. Use only skills in the posting or must-haves. If a must-have has no matching question, write [VERIFY] in that row. Do not invent a case study, a live coding task, a salary question or a medical question. This kit is not legal advice on what you may ask.

Turn these requirements into a 1 to 4 scorecard for interviewers of [ROLE TITLE]. Requirements: [PASTE REQUIREMENTS]. Output a table with columns Criterion, 1 looks like, 2 looks like, 3 looks like, 4 looks like, Evidence to write down. Keep each cell under 20 words. If a requirement is too vague to score, write [VERIFY] in Criterion and skip the scale. Never invent a personality trait, a culture fit score, a legally sensitive criterion or a years-of-experience cutoff I did not paste.

Fill a 45 minute interview agenda for [CANDIDATE NAME] applying to [ROLE TITLE]. Interviewer: [INTERVIEWER ROLE]. Topics I must cover: [TOPICS]. Output a table with columns Block, Minutes, Goal and First question, across Welcome, Deep dive, Candidate questions and Close. Minutes must add up to 45. Draw questions only from [TOPICS]. If a topic has no first question I can support, write [VERIFY] in that cell. Do not invent a work sample, a take-home, a panel or a legal warning I did not list.

Write a take-home brief of 180 to 220 words for [ROLE TITLE] from these role notes. Notes: [PASTE ROLE NOTES]. Time the candidate may spend: [HOURS ALLOWED]. What to submit: [SUBMIT FORMAT]. Include the task, the time cap, what good looks like in 3 bullets and how we will score it. If [HOURS ALLOWED] is blank, write [VERIFY] and do not invent a deadline or an unpaid hours figure. Never invent customer data, a live credential or a production system the candidate must touch.

Turn this debrief into a notes sheet for [ROLE TITLE]. Raw notes: [PASTE DEBRIEF NOTES]. Criteria we agreed: [PASTE SCORECARD CRITERIA]. Output a table with columns Criterion, Quote from notes, Score if stated, Open question. Keep quotes word for word. If a criterion has no quote, write [VERIFY] under Quote. Do not invent a score, a hire vote, a salary recommendation or a reason a panelist did not write. Stay inside the pasted notes.

Compare this current policy to the change leaders asked for and list the gaps. Current policy: [PASTE CURRENT POLICY]. Requested change: [PASTE CHANGE REQUEST]. Output a table with columns Section, What it says now (quote), What the request asks, Gap in 20 words. If a section is missing from the current policy, write [VERIFY] in What it says now. Do not invent a statute, a notice period, an eligibility rule or a penalty. This is a gap list, not legal advice and not a new policy.

Rewrite this policy paragraph in plain language for [EMPLOYEE AUDIENCE] without changing the rule. Paragraph: [PASTE POLICY PARAGRAPH]. Audience: [EMPLOYEE AUDIENCE]. Return the rewrite of 80 to 120 words, then three bullets on what you simplified and what you left as-is. If a rule, date, eligibility or exception is unclear, write [VERIFY] at that point. Never invent a legal right, a paid leave type, an hours threshold or a tax treatment. Counsel must review before this goes in the handbook.

Write 6 staff FAQ pairs about this policy change from the facts I pasted. Change summary: [PASTE CHANGE SUMMARY]. Who it applies to: [WHO IT APPLIES TO]. Effective date: [EFFECTIVE DATE]. Each answer 40 to 70 words. Cover who, when, what changes, what stays, who to ask using [WHO TO ASK], and what is still open. If [EFFECTIVE DATE] or [WHO TO ASK] is blank, write [VERIFY] in that answer. Do not invent an exception, a grandfather rule, a legal deadline or a penalty.

Write manager talking points for a 10 minute team huddle about [POLICY NAME]. Facts they may use: [PASTE APPROVED FACTS]. Output 5 numbered points, each with a 25 word say-this line and a 15 word do-not-say line. End with one question managers should collect. Stay inside the approved facts. If a point needs a figure, date or eligibility rule I did not give, write [VERIFY] on that line. Never invent a legal threat, a firing example or a benefit cut I did not describe. This is not legal advice.

List what this draft does not cover, so we do not over-claim. Draft: [PASTE POLICY DRAFT]. Scope leaders named: [NAMED SCOPE]. Output 8 bullets of out-of-scope topics a reader might assume are included, each with a 20 word why-it-is-out line. If the draft is silent on a topic in [NAMED SCOPE], write [VERIFY] beside it. Do not invent a coverage, a jurisdiction, a contractor rule or a union term. Mark the list as a briefing for counsel, not a policy.

Build a first-week calendar for [NEW HIRE NAME] starting [START DATE] in role [ROLE TITLE]. Meetings already booked: [PASTE MEETINGS]. Tools they need: [TOOLS]. Buddy: [BUDDY NAME]. Output a Monday to Friday table with columns Day, Morning, Afternoon and Owner. Place each booked meeting on its day. If a day has no meeting, write a setup or reading block only from [TOOLS] or my notes. If [START DATE] or [BUDDY NAME] is blank, write [VERIFY] rather than inventing a date or a person. Do not invent a training, a system or a legal form I did not list.

Draft a welcome email of about 120 words to [NEW HIRE FIRST NAME] arriving [START DATE] for [ROLE TITLE]. Include where to arrive [ARRIVAL PLACE], who greets them [GREETER NAME] and what to bring [WHAT TO BRING]. Tone warm and plain, no exclamation marks, one question at the end. If a place, greeter or date is missing, write [VERIFY] in its place. Do not invent a badge process, a background-check status, a visa step or a benefit enrollment I did not name.

Turn this role's tools into a systems access list IT can ticket. Role: [ROLE TITLE]. Tools named by the manager: [PASTE TOOL LIST]. Manager who approves: [MANAGER NAME]. Output a table with columns System, Access level if stated, Approver, Day needed. If an access level is not stated, write [VERIFY] and leave Access level blank. Never invent a production permission, an admin role, a shared password or a system the manager did not name. Do not invent a security policy.

Draft a 30-60-90 note for [NEW HIRE NAME] in [ROLE TITLE] from these goals. Goals the manager set: [PASTE GOALS]. Output three labelled blocks, 30 days, 60 days and 90 days, each with 3 outcomes and 1 check-in question. Use only outcomes in the pasted goals. If a block has no outcome I can support, write [VERIFY] in that block. Do not invent a quota, a revenue target, a headcount or a certification deadline. This is a working note, not a contract.

Write a 90 word intro the buddy [BUDDY NAME] can send [NEW HIRE FIRST NAME] on day one. Team: [TEAM NAME]. How to reach the buddy: [BUDDY CHANNEL]. First coffee slot if booked: [COFFEE SLOT]. Mention one way the buddy can help from [HELP THEY OFFER]. If [COFFEE SLOT] is blank, write [VERIFY] and do not invent a time. Never invent a team ritual, a nickname, an org fact or a benefit. Keep it human and short.

Write a one-page offer summary from terms already approved, for [CANDIDATE NAME] and [ROLE TITLE]. Approved terms: [PASTE APPROVED TERMS]. Start date if set: [START DATE]. Output labelled lines: Role, Team, Start, Pay as written in the terms, Other terms as written, Next step [NEXT STEP]. Copy figures only from the pasted terms. If a figure or start date is missing, write [VERIFY] and leave it blank. Do not invent a bonus, equity, benefit, at-will line, noncompete or notice period. This is not an offer letter and not legal advice.

Draft a 90 word decline email to [CANDIDATE NAME] for [ROLE TITLE]. Reason I may share: [SHAREABLE REASON]. What stays open if anything: [FUTURE PATH]. Thank them for [WHAT TO THANK]. Keep it warm and short. If I left [SHAREABLE REASON] blank, write [VERIFY] and do not invent a reason, a ranking or another candidate. Never invent a later opening, a salary, or a legal claim about the process.

Write an 80 word confirmation to [CANDIDATE NAME] that start date [START DATE] for [ROLE TITLE] is locked. Include where to arrive [ARRIVAL PLACE] and who owns remaining paperwork [PAPERWORK OWNER]. If any of those three facts is blank, write [VERIFY] in its place. Do not invent a background-check result, a drug-screen step, a visa, an I-9 rule or a benefit start date. This note confirms logistics, it is not legal advice.

Draft a 70 word internal note announcing [NEW HIRE NAME] joining [TEAM NAME] as [ROLE TITLE] on [START DATE]. Facts I may share: [PASTE APPROVED BIO FACTS]. Who to contact with questions: [CONTACT NAME]. Use only the approved facts. If a prior employer, school or start date is not in the facts, write [VERIFY] rather than inventing it. Do not invent a personal detail, a quote or a photo caption the person did not approve.

Make a 12 item pre-board checklist for the hiring manager of [ROLE TITLE] starting [START DATE]. Items I already know: [PASTE KNOWN ITEMS]. Group under Desk, Access, People and First-week plan. Mark each item Owner if I named one, else [VERIFY]. Add no vendor, no background vendor, no drug screen and no legal form I did not list. Do not invent a union step or an immigration step. This checklist is operational, not legal advice.

Turn this intake into a one-page headcount request for [ROLE TITLE] on [TEAM NAME]. Intake: [PASTE INTAKE]. Output labelled blocks: Why this role now, Work that is stuck, What we tried, Cost of waiting in the manager's words, and Decision asked of [DECISION MAKER]. Stay inside the intake. If a figure, date or prior attempt is missing, write [VERIFY]. Do not invent a revenue impact, a competitor hire, a legal risk or a headcount cap. This is a briefing, not a budget or legal memo.

Theme these exit comments without adding causes we did not write. Comments: [PASTE EXIT COMMENTS]. Output a table with columns Theme, Exact short quote, Times it appears, Open question. At most 6 themes. Keep quotes word for word. If a comment is too thin to theme, write [VERIFY] beside it. Do not invent a discrimination claim, a legal violation, a named manager fault or a trend the comments do not support. This is a notes sheet, not an investigation and not legal advice.

Build a 25 minute skip-level agenda for [LEADER NAME] with [TEAM NAME] from these themes. Themes: [PASTE THEMES]. Output a table with columns Block, Minutes, Question to ask, What not to promise. Minutes add up to 25. Questions must come from the themes. If a theme is too vague to ask about, write [VERIFY] in Question to ask. Do not invent a reorg, a raise, a headcount promise or a legal commitment. This agenda is a listening plan, not advice.

Lay out the review cycle for [CYCLE NAME] from dates I already set. Kickoff: [KICKOFF DATE]. Self-review due: [SELF REVIEW DUE]. Manager due: [MANAGER DUE]. Calibrations: [CALIBRATION WINDOW]. Share date: [SHARE DATE]. Output a table with columns Milestone, Date, Owner from [OWNER LIST], and Staff-facing line of 12 words. If a date is blank, write [VERIFY] and do not invent one. Never invent a rating label, a bonus formula, a legal appeal step or a performance-improvement rule.

Draft a 130 word org-change note for [AUDIENCE] from facts already approved. Approved facts: [PASTE APPROVED FACTS]. Effective date: [EFFECTIVE DATE]. Who to ask: [WHO TO ASK]. Cover what changes, what does not, and the date. If a name, title or date is not in the facts, write [VERIFY]. Do not invent a layoff, a role cut, a legal rationale, a successor or a quote. This is an internal note, not legal advice and not a formal notice.