10 ChatGPT Prompts for HR Professionals: Ready-to-Use Templates

HR professionals juggle countless tasks—writing job descriptions, conducting interviews, creating policies, managing employee communications, and more. ChatGPT can help you handle these tasks faster while maintaining quality and consistency.

These 10 prompts cover the most common HR tasks. Each is ready to copy, customize, and use immediately.

1. Writing Job Descriptions

Create compelling job postings that attract the right candidates.

"Write a job description for a [job title] position at [company type/industry]. Include: an engaging opening paragraph about the company and role, 5-7 key responsibilities, required qualifications (must-haves), preferred qualifications (nice-to-haves), and information about compensation/benefits/culture. Tone should be [professional/casual/energetic]. Avoid gender-biased language and clichés like 'rockstar' or 'ninja'."

Customize: Add specific technical requirements, years of experience, remote/hybrid options, and unique company perks.

2. Generating Interview Questions

Prepare thoughtful questions tailored to each role.

"Create 15 interview questions for a [job title] position. Include: 5 behavioral questions using the STAR format, 5 situational questions specific to [industry/role challenges], 3 questions to assess cultural fit, and 2 questions the candidate should ask us. For each question, explain what a strong answer would demonstrate."

Customize: Specify technical skills to probe, team dynamics to assess, or red flags to watch for.

3. Creating Rejection Emails

Deliver rejections professionally and kindly.

"Write a rejection email for a candidate who interviewed for [position]. They made it to [interview stage: phone screen/first round/final round]. Be respectful and appreciative of their time. Keep the door open for future opportunities without making false promises. Tone: warm but professional. Length: 3-4 short paragraphs."

Customize: Add specific feedback if appropriate, mention timeline for future openings, or include referral to other open positions.

4. Writing Offer Letters

Draft professional offer letters that excite candidates.

"Write an offer letter for [job title] at [company name]. Include: congratulations and enthusiasm about their hire, position title and department, start date, compensation (salary: [amount], bonus structure if applicable), benefits overview, reporting structure, employment type (full-time/part-time/contract), and next steps for acceptance. Tone should be welcoming and professional."

Customize: Add equity/stock information, relocation assistance, signing bonus, or specific onboarding details.

5. Employee Handbook Sections

Draft clear, comprehensive policy sections.

"Write an employee handbook section about [policy topic: remote work/PTO/code of conduct/expense reimbursement/etc.]. Include: purpose of the policy, who it applies to, specific guidelines and procedures, examples where helpful, and consequences of violations if applicable. Use clear, simple language that avoids legal jargon while being legally sound. Format with headers and bullet points for easy reading."

Customize: Align with your jurisdiction's legal requirements, company culture, and existing policies.

6. Performance Review Templates

Create structured, fair review frameworks.

"Create a performance review template for [role type/level]. Include: overall performance rating scale with clear definitions, 5-6 competency areas relevant to this role with rating criteria, space for specific accomplishments and examples, areas for improvement with actionable guidance, goal-setting section for the next review period, and a development plan section. Make the template balanced between quantitative ratings and qualitative feedback."

Customize: Add role-specific competencies, align with company values, or include 360-degree feedback components.

7. Training Material Outlines

Structure effective training content.

"Create a training outline for [topic: onboarding/software training/compliance/leadership development/etc.]. Target audience: [new hires/managers/all employees]. Duration: [time]. Include: learning objectives, module breakdown with time allocations, key content points for each module, interactive elements or exercises, assessment methods, and resources/materials needed. Format as a facilitator guide."

Customize: Add specific tools or systems to cover, compliance requirements, or hands-on practice components.

8. Policy Writing

Draft clear organizational policies.

"Write a company policy for [policy type: social media use/workplace safety/anti-harassment/data privacy/etc.]. Include: policy statement and purpose, scope (who it covers), definitions of key terms, specific guidelines and rules, reporting procedures, enforcement and consequences, and review/update schedule. Ensure the policy is fair, enforceable, and legally compliant with [jurisdiction] employment law."

Customize: Reference specific laws or regulations, add industry-specific requirements, or align with union agreements.

9. Onboarding Checklists

Ensure smooth new hire transitions.

"Create a comprehensive onboarding checklist for a new [job title/department]. Break it into phases: pre-start (before day 1), first day, first week, first 30 days, and first 90 days. Include: administrative tasks (paperwork, systems access, equipment), training activities, key meetings and introductions, milestone goals, and check-in points. Assign responsibility for each item (HR, manager, IT, new hire)."

Customize: Add role-specific training, department-specific introductions, or compliance training requirements.

10. Exit Interview Questions

Gather valuable feedback from departing employees.

"Create 15 exit interview questions to understand why employees leave and gather constructive feedback. Cover: reasons for leaving, job satisfaction, management feedback, team dynamics, growth opportunities, compensation/benefits perception, company culture observations, and suggestions for improvement. Include follow-up prompts for deeper exploration. Questions should be open-ended and non-defensive."

Customize: Add department-specific questions, probe recent organizational changes, or focus on areas you're actively trying to improve.

Tips for Using ChatGPT in HR

Always review for compliance. AI doesn't know your local employment laws. Have legal review policies before implementation.

Maintain human judgment. Use AI as a starting point, not a final decision-maker—especially for hiring and performance decisions.

Protect confidentiality. Never input employee names, salaries, or sensitive data into ChatGPT. Keep prompts generic.

Customize for your culture. AI-generated content needs your voice. Edit to match your company's tone and values.

Iterate and improve. Save prompts that work well and refine them over time based on results.

Master AI for HR

These prompts will save you hours on routine tasks, but they're just the beginning. Our free AI for HR & Recruiters course goes deeper into using AI throughout the employee lifecycle—from sourcing candidates to employee development.

Want to level up your prompt writing skills? Check out our Prompt Engineering course for advanced techniques that work across any AI tool.

The future of HR is human judgment enhanced by AI efficiency. Start using these prompts today and reclaim time for the work that truly needs your expertise.