Job posts, feedback, policies and onboarding. 36 reviewed prompts for hr.
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.
Writes a clear, honest recruitment post for social channels with a strong hook, the key job facts and a simple way to apply. Use it for frontline or high-volume hiring.
Writes a warm, clear job offer message with the confirmed terms, next steps and a response deadline. Use when a hiring manager or recruiter is ready to extend a verbal or email offer.
Builds a fair, structured hiring plan for one role: success profile, sourcing channels, interview stages with scoring guides, candidate experience and offer approach. Use when opening or restarting a search.
Writes a kind, honest rejection message for a candidate who was interviewed, with optional useful feedback and an open door where it is true. Use when closing out a search and telling finalists the outcome.
Turns a rough role brief into a clear, inclusive job description with duties, requirements, benefits and how hiring works. Use when you need to post a vacancy and only have notes from the hiring manager.
Creates tailored exit interview questions and, if you add your notes, a themed summary with suggested follow-ups. Use before a leaver's final conversation or when writing it up afterwards.
Writes a specific, sincere recognition message that names what the person did, the impact and why it matters, in the format you choose. Use when someone deserves thanks and you want it to land.
Drafts a factual, respectful written warning letter from the facts and steps you supply, with placeholders for details you must fill in. Use only after HR or legal advice has confirmed the process.
Groups free-text employee survey comments into themes with counts and safe example quotes, then suggests practical actions and replies. Use when you need to report results to leaders and staff.
Restructures a messy resume and cover letter into a standard summary with skills, experience and gaps for a hiring panel. Use to speed up screening without changing what the candidate said.
Writes a clear, evidence-based promotion case that maps a person's achievements to the next level's criteria, with honest gaps and likely panel questions. Use when you are nominating someone for promotion.
