This library provides ready-to-use prompts for every major HR function. Each prompt is designed to produce professional, actionable outputs when customised with your company details.
1. Job Description
Write a job description for [Role] at [Company Type] in [Location]. Reports to: [Manager Role]. Team size: [X]. Include: role summary (3 sentences), 5-7 key responsibilities, 4-6 requirements, 2-3 nice-to-haves, and what we offer. Use inclusive language. Maximum 600 words.
2. Sourcing Boolean String
Create 5 LinkedIn Boolean search strings to find candidates for a [Role] in [Location]. Skills required: [list]. Experience: [years]. Include variations for different job title formats.
3. Screening Questions
Generate 8 phone screening questions for a [Role]. For each question, note: what you're assessing and what a strong answer sounds like. Include 2 situational questions and 2 competency-based questions.
4. Interview Questions (Behavioural)
Generate 10 behavioural interview questions for a [Role]. Competencies to assess: [list 4-5]. Format: Question | Competency | Look For | Red Flag. Use the STAR method expectations.
5. Interview Scorecard
Create an interview scorecard for [Role] with 6 evaluation criteria. Each criterion: name, weight (total 100%), 1-5 scale with descriptions, and space for notes. Include overall recommendation options: Strong Hire / Hire / No Hire / Strong No Hire.
6. Rejection Email (Post-Interview)
Draft a professional rejection email for a candidate who interviewed for [Role]. Be warm but clear. Thank them for their time, note the strength of the candidate pool, and encourage them to apply for future roles. Do not give specific feedback. Maximum 150 words.
7. Offer Letter Draft
Draft a letter of offer for [Role] at [Company] in [Country]. Include: position title, start date, reporting line, salary (base + bonus), benefits summary, probation terms, and acceptance deadline. Follow [Country] employment law conventions.
8-15. Additional Recruitment Prompts
16. First-Day Schedule
Create a first-day schedule for a new [Role] joining our [Company Type]. Include: welcome (who greets them), HR administration, IT setup, team introductions, lunch buddy, orientation sessions, and end-of-day check-in. Format as a timetable.
17. 30-60-90 Plan
Create a 30-60-90 day plan for a new [Role]. Days 1-30: learn and observe. Days 31-60: begin contributing. Days 61-90: independent execution. For each phase: 5 specific goals, key activities, people to connect with, and success indicators.
18. Welcome Email
Draft a team welcome email announcing a new joiner: [Name], [Role], starting [Date]. Include: their background (brief), what they'll be working on, and a fun fact. Tone: warm and inclusive.
19. Buddy Programme Brief
Create a brief for an onboarding buddy. Explain: their role (not the manager), expectations (weekly check-ins for first 3 months), topics to cover (culture, practical tips, networking), and what not to do.
20. Onboarding Feedback Survey
Design a 10-question onboarding satisfaction survey for new hires who completed their first month. Include: Likert scale questions (5), open-ended questions (3), and NPS-style question (1). Topics: clarity of role, manager support, team integration, training quality.
21. Training Needs Analysis
Analyse these performance review summaries for [Department] and identify the top 5 skill gaps. For each gap: describe the current state, desired state, recommended training intervention, and estimated time investment. Data: [paste anonymised summaries]
22. Course Design Brief
Design a training module on [Topic] for [Audience]. Include: learning objectives (3-5), content outline, delivery method, duration, activities/exercises, assessment method, and success metrics. Format: structured brief.
23. Training ROI Framework
Create an ROI measurement framework for our [Training Programme]. Include: metrics to track (knowledge, behaviour, business impact), measurement methods, data sources, timeline, and a simple ROI calculation template.
24-30. Additional L&D Prompts
31. Engagement Survey Design
Design a 15-question employee engagement survey covering: leadership trust (3), career development (3), work-life balance (3), team collaboration (3), and company culture (3). Mix of Likert scale and open-ended. Keep it under 10 minutes to complete.
32. Survey Results Summary
Summarise these engagement survey results for leadership. Identify: top 3 strengths, top 3 areas for improvement, significant changes from last survey, and 5 recommended actions with expected impact. Data: [paste anonymised results]
33-40. Additional Engagement Prompts
41. Policy Draft
Draft a [Policy Name] for a [Company Type] in [Country]. Must comply with [relevant law]. Include: purpose, scope, definitions, policy statement, procedures, responsibilities, and effective date. Use plain language. Maximum 3 pages.
42. HR Metrics Dashboard
Design a monthly HR metrics dashboard with 12 KPIs: headcount (2), recruitment (3), retention (2), L&D (2), diversity (2), compliance (1). For each: name, formula, target, data source.
43-50. Additional Operations Prompts
A static prompt library loses value rapidly as AI models evolve and organizational needs change. HR teams should treat their prompt library as a living document with three maintenance practices.
First, implement version control by dating each prompt and tracking modifications. When AI model updates change response quality for existing prompts, the library should be updated to reflect optimal prompt structures for the current model version. Second, establish a contribution and review process where HR team members can submit new prompts, share modifications that improved output quality, and flag prompts that no longer produce satisfactory results. A designated prompt librarian or rotating review committee should evaluate submissions monthly and update the library accordingly. Third, categorize prompts by confidence level based on tested performance: verified prompts that consistently produce high-quality outputs, experimental prompts that show promise but need further testing, and deprecated prompts that worked with previous model versions but need updating. This categorization helps HR professionals select the most reliable prompts for important tasks while still benefiting from newer experimental approaches for lower-stakes applications.
The highest-impact HR prompts are: job description writing (saves 1-2 hours each), interview question generation, onboarding plan creation, engagement survey analysis, and policy drafting. These are high-frequency tasks where AI dramatically reduces time while maintaining quality. Job descriptions alone can save HR teams 40+ hours monthly. Start with recruitment prompts for immediate ROI.
Always specify the country in your prompt (e.g., "for a company in Malaysia" or "following Singapore employment law"). Include relevant legislation references (Employment Act 1955 for Malaysia, Employment Act for Singapore, PDPA for both). This ensures outputs reflect local regulations and practices. For ASEAN markets, explicitly mention country to avoid generic Western assumptions in AI outputs.
Yes. A shared HR prompt library ensures consistency across the team, saves time for everyone, and improves over time as team members contribute better versions. Store in a shared platform (SharePoint, Notion, Google Docs) with categories and update regularly. Teams with shared libraries report 60% faster task completion and higher output quality due to collective refinement.
No. AI prompts accelerate execution of HR tasks but require professional judgment for context, compliance, and decision-making. HR professionals use prompts to eliminate repetitive work (drafting, formatting, first-pass analysis) so they can focus on strategic work (employee relations, culture, talent strategy). AI is a productivity tool, not a replacement for HR expertise and judgment.
Replace [brackets] with your specific details: company name, role, location, industry. Add context: company size, culture, specific challenges. For recurring tasks, save customized versions with your company details pre-filled. Most effective approach: start with library prompt, test output, refine prompt based on results, save improved version. Prompts improve through iteration and team feedback.
These prompts work with any generative AI tool: ChatGPT (most common for HR teams), Claude (better for long documents and policy drafting), Google Gemini (integrates with Workspace). Choose based on: data privacy requirements (avoid pasting sensitive employee data), output length needs (Claude handles longer outputs), and existing tool stack. Most HR teams standardize on one tool for consistency.
Always specify country and relevant legislation in prompts. Have legal or compliance review AI-generated policies before implementation. Use prompts for first drafts only—never deploy HR policies or communications without professional review. For high-risk areas (terminations, investigations, legal requirements), use AI to accelerate drafting but always involve legal counsel and HR leadership in final approval. AI assists—humans decide.
