Job posts, feedback, policies and onboarding. 33 reviewed prompts for hr.
People teams write documents that need to be fair, clear and consistent: job posts, interview questions and scorecards, feedback, policies and onboarding plans. These prompts and skills help you draft them in plain, inclusive language and keep criteria tied to the role. Treat the output as a first draft, and have someone who knows your policies and local employment rules review anything that affects a person's job.
Builds a structured set of interview questions with a 1-4 scoring guide for one role, so every candidate is asked and scored the same way. Use when preparing interviews for a new or repeat hire.
Writes a friendly pre-start welcome message with practical details for day one and who they will meet. Use when a hire has accepted and the manager wants them to feel expected and prepared.
Builds a practical 6-12 month development plan for a team: skill gaps, succession risks, growth paths, learning actions and simple measures. Use for annual planning or after reorganizations and resignations.
Reviews an employee's key result areas or goals for clarity, measurability and gaps, and suggests improvements that support growth. Use when setting or reviewing role goals with a team member.
Builds a week-by-week 30-day onboarding plan with goals, introductions, training and check-ins for one new hire. Use when someone is about to start and the manager wants a clear first month.
Combines notes from several interviewers into one fair, evidence-based summary with agreement, disagreement and a recommendation. Use when a panel needs to decide after interviewing the same candidate.
Prepares a manager for a hard feedback talk: the facts to state, an opening script, questions, likely reactions and how to close with agreed next steps. Use when you are dreading a conversation and want to go in ready.
Writes a short, respectful first message to someone who is not actively job hunting, with a real reason for contact and a low-pressure ask. Use when sourcing for a role through email or a professional network.
Drafts a clear, fair outline for a performance improvement plan: gaps with evidence, measurable expectations, support offered, check-ins and review. Use when a manager and HR agree formal support is needed.
Turns a manager's rough notes and the agreed goals into a balanced written performance review with evidence, strengths, development areas and next-period focus. Use when review season arrives and you have notes, not prose.
Writes a consistent set of job-related reference check questions with a short opening script and notes template. Use when you are about to speak to a referee for a finalist and want fair, comparable answers.
Creates a simple, fair rubric to screen applications against a job description, with weighted criteria and clear score levels. Use when many applications have arrived and several people will screen them.
