100+ ChatGPT Prompts for HR: Recruiting, Onboarding & Management (2026)

HR professionals spend significant time on writing-heavy tasks: crafting job descriptions, preparing interview questions, building onboarding materials, writing performance reviews, and drafting company policies. ChatGPT can streamline all of these while maintaining the professional quality and compliance standards HR work requires.

These prompts are organized by HR function, from talent acquisition through employee lifecycle management.

Recruiting and Talent Acquisition

Job Descriptions

Write a job description for a [job title] at [company type/size]. Include:
- About the company (2-3 sentences using this info: [company details])
- Role summary (what they'll do day-to-day)
- Key responsibilities (8-10 bullet points)
- Required qualifications (education, experience, skills)
- Preferred qualifications
- Benefits and perks: [list your benefits]
- Salary range: [range] (include for pay transparency compliance)
- Location/remote policy: [details]
Use inclusive language. Avoid gendered terms, unnecessary requirements, and jargon that might deter diverse candidates.

Review this job description for potential bias and exclusionary language:
[paste job description]
Flag:
- Gendered language (e.g., "rockstar," "ninja," terms associated with specific genders)
- Unnecessary requirements (degree requirements when experience suffices)
- Cultural bias in language
- Accessibility considerations
- Age-related language
Suggest specific replacements for each flagged item.

Rewrite this job description to attract [target demographic: career changers / entry-level / senior / remote workers / diverse candidates]:
[paste existing JD]
Adjust the tone, requirements, and emphasis to appeal to this audience while maintaining accuracy about the role.

Sourcing and Outreach

Write a LinkedIn InMail to a passive candidate for our [job title] role. The candidate:
- Currently works at [company] as [role]
- Has [relevant experience/skills]
- We found them through [source]
The message should:
- Be personalized (reference their specific background)
- Explain why they'd be a great fit (without being generic)
- Highlight what makes our opportunity unique
- Include a soft CTA (coffee chat, not "apply now")
- Be under 100 words

Write 3 variations of a job posting for [role] optimized for:
1. LinkedIn (professional, detailed, 200 words)
2. Indeed (keyword-optimized, scannable, 150 words)
3. Instagram/social media (casual, culture-focused, 75 words)
Same role, different tone and focus for each platform.

Interview Preparation

Generate 15 behavioral interview questions for a [job title] role. Focus on these competencies:
- [Competency 1, e.g., leadership]
- [Competency 2, e.g., problem-solving]
- [Competency 3, e.g., collaboration]
- [Competency 4, e.g., adaptability]
Use the STAR format. Include what a strong answer looks like for each question and red flags to watch for.

Create a structured interview scorecard for [job title] with:
- 6 evaluation criteria (3 technical, 3 behavioral)
- Rating scale (1-5) with behavioral anchors for each level
- Space for interviewer notes
- Knockout criteria (non-negotiable requirements)
- Overall recommendation section
Format as a table.

Write a skills assessment for a [job title] candidate. Create:
- 3 practical tasks that simulate real job scenarios (30-60 min each)
- Evaluation rubric for each task
- What to look for in strong vs. weak responses
- Instructions for the candidate
Tasks should test: [key skills for the role]

Candidate Communication

Write email templates for each stage of the recruitment process:
1. Application received (acknowledgment)
2. Phone screen invitation
3. Interview invitation (include logistics)
4. Post-interview thank you from company
5. Offer letter (informal email preceding formal offer)
6. Rejection (after phone screen — constructive, encouraging)
7. Rejection (after final interview — more personal, detailed)
Each should be professional, warm, and reflect well on our employer brand.

Onboarding

Create a 90-day onboarding plan for a new [job title]. Structure:

Week 1: Orientation and Setup
- Day-by-day schedule
- Key people to meet
- Systems and tools to access
- Required documentation and training

Weeks 2-4: Learning Phase
- Role-specific training plan
- Key projects to shadow
- Mentor assignments
- Weekly check-in topics

Month 2: Integration
- First independent assignments
- Cross-team introductions
- 30-day review conversation guide
- Goal-setting framework

Month 3: Contribution
- Performance expectations ramp
- 60-day check-in topics
- 90-day review criteria
- Transition to ongoing management

Write a welcome email for a new employee starting on [date] in the [role] position. Include:
- Warm welcome from [hiring manager name]
- First day logistics (time, location/login details, dress code)
- What they need to bring
- Who they'll meet first
- Link to pre-boarding tasks
- IT setup information
- Expression of excitement about them joining

Create a new hire buddy guide for employees paired with new team members. Include:
- Role of a buddy vs. manager vs. HR
- First week: daily check-in suggestions
- Conversation starters and lunch invitation
- Key things to share about company culture
- How to answer "I don't know" questions
- Duration and tapering of buddy relationship
- Quick reference of important contacts and resources

Performance Management

Performance Reviews

Write a performance review for an employee who [performance level: exceeds expectations / meets expectations / needs improvement]. Include:
- Opening summary of overall performance
- 3-4 specific achievements with impact metrics
- 2-3 areas for development with specific examples
- Goals for next review period (SMART format)
- Professional development recommendations
- Overall rating and justification
Use constructive language. Even criticism should feel forward-looking and supportive.

Help me write constructive feedback for an employee who:
Situation: [describe the performance issue]
Impact: [how it affects the team/company]
Write feedback using the SBI model (Situation-Behavior-Impact) that:
- Describes specific observable behavior (not character judgments)
- Explains the impact clearly
- Suggests specific improvement actions
- Maintains dignity and motivation
- Sets a clear expectation going forward

Goal Setting

Help me create SMART goals for a [job title] for this quarter. Focus areas:
- [Area 1]
- [Area 2]
- [Area 3]
Each goal should be:
- Specific: Clear deliverable
- Measurable: Quantifiable metric
- Achievable: Realistic given resources
- Relevant: Aligned with team/company objectives
- Time-bound: Due date within the quarter
Include 1-2 stretch goals.

Development Plans

Create an Individual Development Plan (IDP) for a [current role] who wants to grow into [target role] over the next [timeframe]. Include:
- Skills gap analysis (current state vs. target state)
- Recommended training and courses
- Stretch assignments to build new skills
- Mentoring/coaching recommendations
- Milestones and check-in schedule
- Success metrics for each development area

Policy and Documentation

Write a [policy type: remote work / PTO / expense reimbursement / social media / code of conduct] policy for a [company size] company. Include:
- Purpose statement
- Who it applies to
- Key definitions
- Detailed guidelines with specific examples
- Exceptions and approval process
- Enforcement and consequences
- Effective date and review schedule
Tone: Clear and professional, not legalistic. An employee should easily understand expectations.

Write an employee handbook section on [topic: workplace harassment / equal opportunity / grievance procedures]. Include:
- Company's commitment statement
- Definitions with examples
- Reporting procedures (multiple channels)
- Investigation process overview
- Anti-retaliation assurance
- Resources and support available
Ensure compliance with [federal/state] regulations. Use plain language.

Employee Engagement

Create an employee engagement survey with 20 questions covering:
- Job satisfaction (4 questions)
- Manager effectiveness (4 questions)
- Career growth opportunities (3 questions)
- Work-life balance (3 questions)
- Company culture and values (3 questions)
- Communication and transparency (3 questions)
Use a mix of Likert scale (1-5) and open-ended questions. Each question should be actionable (the answer should tell us something we can improve).

Based on these engagement survey results, draft an action plan:
[paste key findings or scores]
For each low-scoring area:
- Root cause analysis (potential reasons)
- 2-3 specific, actionable initiatives
- Timeline and owners
- How we'll measure improvement
- Communication plan to employees showing we listened

Write 12 employee recognition message templates (one per month theme):
Each should:
- Be specific about the achievement (not generic "great job")
- Tie the recognition to company values
- Be appropriate for public sharing
- Include space for personalization
- Feel genuine, not corporate
Monthly themes: innovation, teamwork, customer focus, growth, resilience, mentorship, excellence, creativity, leadership, initiative, integrity, community.

Offboarding

Create an exit interview questionnaire with 15 questions that help us understand:
- Real reasons for leaving (beyond the polite answer)
- Management effectiveness
- Team dynamics
- Growth and development opportunities
- Compensation competitiveness
- What they'd change about the company
- What they'll miss
- Whether they'd return or refer others
Include both rating and open-ended questions. Sequence from easy to sensitive.

Write a professional farewell email template for:
1. Voluntary departure (employee leaving for new opportunity)
2. Mutual departure (role elimination, no fault)
Each should:
- Express appreciation for contributions
- Wish them well
- Provide transition information
- Maintain positive employer brand
- Include practical next steps (benefits, equipment return, etc.)

FAQ

Can I use ChatGPT for legally sensitive HR documents?

Use ChatGPT as a starting point for policy drafts, but always have employment law counsel review any legally binding documents. ChatGPT may not reflect current regulations for your specific jurisdiction, industry, or company size. This is especially important for harassment policies, termination procedures, and benefit plans.

Is AI-generated content compliant with labor laws?

ChatGPT provides general templates but cannot guarantee compliance with specific federal, state, or local labor laws. Always verify content against current regulations (EEOC, ADA, FMLA, state-specific requirements) and have legal counsel review before implementation.

How do I ensure job descriptions are inclusive?

Use ChatGPT‘s bias review prompts to check for exclusionary language. Additionally, avoid requiring degrees when experience suffices, limit “years of experience” requirements, use gender-neutral language, and focus on outcomes rather than specific methods. Test with diverse team members before posting.

Can ChatGPT write interview questions that comply with EEO?

ChatGPT generally produces compliant interview questions when prompted correctly. However, always verify questions don’t directly or indirectly inquire about protected characteristics (age, religion, family status, disability, national origin). Focus on job-related competencies and behavioral examples.

Should I tell employees we use AI in HR processes?

Transparency is increasingly important and may be legally required in some jurisdictions for AI use in hiring decisions. Consider disclosing AI usage in recruitment communications and having a clear AI policy. AI should support human decision-making in HR, not replace it.

Conclusion

These prompts cover the full HR lifecycle from recruiting through offboarding. Start with your most time-consuming tasks — usually job descriptions, interview preparation, and performance reviews — and build your prompt library from there.

Remember that HR documents often have legal implications. Use ChatGPT for efficient first drafts, then apply your professional judgment and legal review before implementation. The combination of AI speed and human expertise produces better HR outcomes than either alone.