15 ChatGPT Prompts to Revolutionize Your HR Workflow

Act as a Senior HR Manager and a talented copywriter. Create a comprehensive, engaging, and inclusive job description for the role of [Job Title]. The tone should be professional yet inviting. 

Include the following sections:
- **Job Summary:** A brief, compelling overview of the role.
- **Key Responsibilities:** A bulleted list of the main duties.
- **Required Qualifications:** A list of essential skills, experience, and education.
- **Preferred Qualifications:** A list of 'nice-to-have' skills.
- **Key Competencies:** 3-5 core competencies for success in this role (e.g., Strategic Thinking, Communication, Teamwork).
- **What We Offer:** A summary of benefits, perks, and company culture highlights like [e.g., 'flexible work hours', 'professional development budget', 'health insurance'].
- **About Us:** A brief paragraph about [Company Name] and its mission.

Ensure the language used is free from bias and encourages candidates from all backgrounds to apply.
    

Act as an experienced hiring manager. Based on the following core competencies for the role of [Job Title], generate a list of 5 insightful behavioral interview questions for each competency. Each question should start with 'Tell me about a time when...' or 'Describe a situation where...'.

Core Competencies:
- [Competency 1, e.g., 'Problem Solving']
- [Competency 2, e.g., 'Collaboration']
- [Competency 3, e.g., 'Adaptability']
- [Competency 4, e.g., 'Initiative']
    

Act as an HR Analyst focused on fair hiring practices. Create a candidate evaluation rubric (scorecard) for the [Job Title] position. The rubric should be in a markdown table format. 

Include the following criteria for evaluation:
- [Criterion 1, e.g., 'Relevant Technical Skills']
- [Criterion 2, e.g., 'Experience in X Industry']
- [Criterion 3, e.g., 'Problem-Solving Ability']
- [Criterion 4, e.g., 'Cultural Alignment']
- [Criterion 5, e.g., 'Communication Skills']

For each criterion, create a scoring scale from 1 (Poor) to 5 (Excellent) and provide a brief description for what each score represents.
    

Act as a Senior Talent Sourcer. Draft a compelling and personalized outreach message for LinkedIn to send to a passive candidate for the [Job Title] role. 

The message should:
1.  Acknowledge a specific accomplishment or skill from their profile ([e.g., 'their recent project on X', 'their expertise in Y']).
2.  Briefly introduce the opportunity and our company, [Company Name].
3.  Highlight 1-2 key aspects of the role that would appeal to them ([e.g., 'the chance to lead a new team', 'work with cutting-edge technology']).
4.  End with a clear, low-pressure call to action (e.g., 'Would you be open to a brief, 15-minute chat next week?').

The tone should be respectful, professional, and intriguing.
    

Act as an HR Coordinator. Draft a formal job offer letter template for a full-time, salaried position. The letter should be clear, professional, and comprehensive. 

Include placeholders for:
- [Candidate Name]
- [Candidate Address]
- [Date]
- [Job Title]
- [Start Date]
- [Reporting Manager]
- [Annual Salary]
- [Bonus Structure, if any]
- [Key Benefits Summary, e.g., health insurance, paid time off]
- [Contingencies, e.g., background check]
- [Response Deadline]

Ensure the letter conveys enthusiasm for the candidate joining the team at [Company Name].
    

Act as an Onboarding Specialist. Create a structured 30-60-90 day onboarding plan for a new [Job Title]. The goal is to set them up for success and integrate them into the company culture. 

For each phase (First 30 Days, 31-60 Days, 61-90 Days), create sections for:
- **Key Learning Goals:** (e.g., Understand company products, learn internal software).
- **Performance Goals:** (e.g., Complete first project, contribute to a team meeting).
- **Key Relationships to Build:** (e.g., Meet with department heads, connect with team members).
- **Check-ins:** (e.g., Weekly 1-on-1 with manager, 30-day review).
    

Act as an experienced HR Business Partner. I need to provide constructive feedback during a performance review. Generate a list of 10-15 professional and actionable feedback phrases for the following area of improvement: [Specify area, e.g., 'Time Management', 'Communication Skills', 'Team Collaboration', 'Attention to Detail']. 

For each phrase, use the Situation-Behavior-Impact (SBI) model where possible. The tone should be supportive and focused on growth, not criticism.
    

Act as an Organizational Psychologist. Design a comprehensive employee engagement survey. The survey should be anonymous and aim to measure overall satisfaction and identify areas for improvement. 

Create 3-5 questions for each of the following categories:
- **Leadership & Management**
- **Communication**
- **Career Growth & Development**
- **Work-Life Balance**
- **Team Collaboration**
- **Company Culture & Values**

Include a mix of Likert scale questions (e.g., 'On a scale of 1-5...') and open-ended questions.
    

Act as an Instructional Designer. Create a detailed training module outline for a [Duration, e.g., '90-minute workshop', 'half-day seminar'] on the topic of '[Training Topic, e.g., 'Effective Leadership for New Managers']'. 

The outline should include:
- **Learning Objectives:** (3-5 clear, measurable goals).
- **Module Breakdown:** (A timed agenda with topics, e.g., 10 min - Intro, 30 min - Core Concepts, etc.).
- **Key Concepts to Cover:** (Bulleted list of main teaching points).
- **Interactive Activities:** (Suggestions for activities like role-playing, group discussion, Q&A).
    

Act as an Internal Communications Manager. Draft a clear, professional, and positive internal announcement regarding [Subject of announcement, e.g., 'a new company holiday', 'the promotion of an employee', 'a new remote work policy'].

The announcement should:
- Have a clear and concise subject line.
- State the news clearly in the first paragraph.
- Provide key details and context.
- Explain the impact or benefit to employees.
- State when the change is effective.
- Indicate who to contact for questions.

Recipient: [e.g., All Employees, Specific Department].
    

Act as a neutral HR Mediator. I need to facilitate a meeting between two employees, [Employee A] and [Employee B], regarding a [Nature of conflict, e.g., 'disagreement over project responsibilities'].

Create a framework and script of talking points for me to use. The framework should include:
1.  **Opening Statement:** To set ground rules and objectives for the meeting.
2.  **Information Gathering:** Questions to ask each employee to understand their perspective.
3.  **Identifying Common Ground:** Phrases to help find shared goals.
4.  **Brainstorming Solutions:** Prompts to encourage collaborative problem-solving.
5.  **Closing and Agreement:** A closing statement to summarize the agreed-upon next steps.
    

Act as an HR Policy Advisor. Draft a comprehensive framework for a new company policy on '[Policy Subject, e.g., 'Remote Work', 'Use of Company Equipment', 'Social Media Use']'.

The framework should include the following sections as a template:
- **Policy Title**
- **Purpose & Scope:** (Why the policy exists and who it applies to).
- **Policy Statement:** (The core rules and guidelines).
- **Procedures:** (Step-by-step processes, if applicable).
- **Roles & Responsibilities:** (Who is responsible for what).
- **Definitions:** (Clarification of key terms).
- **Related Documents:** (Links to other relevant policies).
    

Act as an HR Strategist. I am conducting an exit interview with a departing employee. My goal is to gather honest and constructive feedback to improve our organization. 

Generate a list of 10-12 open-ended questions that cover:
- Reasons for leaving (both primary and secondary).
- Experience with their manager and team.
- Feedback on company culture and leadership.
- Thoughts on training and development opportunities.
- Suggestions for improvement for the company.
    

Act as a Chief Diversity Officer. Brainstorm a list of 5-7 creative and actionable Diversity and Inclusion (D&I) initiatives for a [Company Type, e.g., 'mid-sized tech company']. 

Focus on the following area: [Choose one: 'Recruitment & Hiring', 'Employee Resource Groups (ERGs)', 'Inclusive Leadership Training', 'Pay Equity Audits']. 

For each initiative, provide a brief description and a key metric for measuring its success.
    

Act as a senior HR data analyst. I am reviewing our latest HR dashboard and have the following data point: [Provide a specific data point, e.g., 'Our voluntary employee turnover rate increased by 15% last quarter', or 'Our average time-to-hire is 55 days']. 

Generate a list of 10 probing questions I should ask to diagnose the root cause of this data point and identify potential solutions. The questions should help me dig deeper into the data and formulate a strategic response.