Free HR & Recruiting Prompts

Create a comprehensive job description for [JOB TITLE] at [COMPANY NAME].

**Company Context:**
- Industry: [INDUSTRY]
- Company size: [SIZE]
- Company culture: [DESCRIBE CULTURE]
- Location/Remote policy: [DETAILS]

**Role Details:**
- Department: [DEPARTMENT]
- Reports to: [TITLE]
- Direct reports: [NUMBER if any]
- Salary range: [RANGE or "competitive"]

**Generate a job description with:**

1. **Compelling Opening (2-3 sentences)**
   - Hook that speaks to candidate motivations
   - Brief company value proposition
   - Avoid clichés like "fast-paced environment"

2. **About the Role**
   - What success looks like in 6-12 months
   - Key projects or initiatives they'll own
   - Impact on the company/team/customers

3. **Responsibilities (5-7 bullets)**
   - Focus on outcomes, not just tasks
   - Use action verbs
   - Be specific about scope

4. **Requirements**
   - Must-haves (keep to true requirements only)
   - Nice-to-haves (clearly labeled)
   - AVOID: years of experience (use competency instead)
   - AVOID: gendered language, unnecessary credentials

5. **What We Offer**
   - Beyond salary: growth, impact, culture
   - Specific benefits that matter
   - Learning and development opportunities

6. **How to Apply**
   - Clear next steps
   - What to include
   - Timeline expectations

**Inclusive Language Checklist:**
- Use "you" to address candidates directly
- Replace aggressive language (crush, dominate) with collaborative terms
- Remove unnecessary superlatives (rockstar, ninja, guru)
- Focus on skills over credentials where possible
- Include EEO statement

Create a 3-touch LinkedIn outreach sequence for recruiting passive candidates.

**Role I'm Recruiting For:**
- Title: [JOB TITLE]
- Company: [COMPANY]
- Key selling points: [WHY SOMEONE WOULD WANT THIS JOB]
- Compensation highlight: [IF SHAREABLE]

**Target Candidate Profile:**
- Current title: [TITLES TO TARGET]
- Industry background: [INDUSTRIES]
- Key skills: [MUST-HAVE SKILLS]

**Generate a 3-message sequence:**

**Message 1 - Connection Request (300 char limit)**
- Personalized opening referencing something specific
- Brief, intriguing hook about opportunity
- No pitch yet - just genuine interest in connecting
- Avoid: "I came across your profile"

**Message 2 - Initial Outreach (if accepted, send 24-48 hrs later)**
- Thank them for connecting
- 2-3 sentences on why THEM specifically
- Brief opportunity overview (outcomes, not just title)
- Soft CTA - asking if open to learning more
- Keep under 150 words

**Message 3 - Follow-up (5-7 days after Message 2 if no response)**
- Brief and respectful of their time
- Add new value (insight, article, company news)
- Different angle on the opportunity
- Clear but low-pressure CTA
- Keep under 100 words

**For each message include:**
- Subject line / opening hook
- Full message text
- Personalization variables to customize
- Best day/time to send
- What response to hope for

**Tone:** Professional but human, confident but not pushy

Generate behavioral interview questions for [JOB TITLE] role.

**Role Requirements:**
- Key competencies needed: [LIST 3-5 COMPETENCIES]
- Level: [ENTRY/MID/SENIOR/EXECUTIVE]
- Team dynamics: [COLLABORATIVE/INDEPENDENT/BOTH]
- Challenges they'll face: [DESCRIBE]

**Generate 3 questions per competency with:**

**For each question provide:**
1. The behavioral question (STAR format prompt)
2. Why this question matters for the role
3. What a STRONG answer includes (green flags)
4. What a WEAK answer looks like (yellow flags)
5. Red flags that suggest poor fit
6. Follow-up probes to dig deeper

**Question Types to Include:**
- Past performance questions ("Tell me about a time...")
- Hypothetical scenarios ("How would you handle...")
- Self-awareness questions ("What would your manager say...")

**Competency-Specific Guidance:**

For Leadership: Focus on influence without authority, developing others
For Problem-Solving: Focus on ambiguity, constraints, creative solutions
For Communication: Focus on difficult conversations, adapting to audience
For Collaboration: Focus on conflict, cross-functional work, diverse perspectives
For Results Orientation: Focus on obstacles, prioritization, accountability

**Format each question block clearly with headers.**

**End with:**
- Recommended question order for interview flow
- Time allocation suggestions
- Notes on candidate experience

Write a thoughtful rejection email for a candidate who interviewed but wasn't selected.

**Context:**
- Candidate name: [NAME]
- Role they applied for: [TITLE]
- Interview stage reached: [PHONE/ONSITE/FINAL]
- Reason for rejection: [BRIEF REASON - skills gap, culture fit, another candidate stronger]
- Any genuine positives: [WHAT THEY DID WELL]

**Generate an email that:**

1. **Opens with appreciation**
   - Thank them for their time and interest
   - Acknowledge the specific effort they put in

2. **Delivers the decision clearly**
   - Don't bury the lead
   - Be direct but kind
   - Avoid vague corporate language

3. **Provides constructive context (if appropriate)**
   - Brief, actionable feedback if possible
   - Focus on the decision, not their deficiencies
   - Frame around role requirements vs. their background

4. **Maintains the relationship**
   - Genuine encouragement for their search
   - Leave door open for future roles (if true)
   - Offer to stay connected (LinkedIn, talent community)

5. **Professional close**
   - Wish them well
   - Sign off warmly

**Tone requirements:**
- Empathetic but not pitying
- Professional but human
- Honest but kind
- Respectful of their time (keep concise)

**Length:** 150-200 words maximum

**Do NOT include:**
- False hope or vague promises
- Detailed criticism of their performance
- Comparison to other candidates
- Legal-risk language

Create a 30-60-90 day onboarding plan for a new [JOB TITLE].

**Role Context:**
- Department: [DEPARTMENT]
- Reports to: [MANAGER TITLE]
- Key responsibilities: [LIST MAIN DUTIES]
- Success metrics: [HOW WILL THEY BE MEASURED]
- Team size: [TEAM CONTEXT]

**Generate a detailed plan:**

**Days 1-30: LEARN**
Focus: Understanding the company, role, and relationships

Week 1:
- Day 1 activities (HR, IT, welcome)
- Key people to meet
- Systems/tools access needed
- Reading/documentation to review

Weeks 2-4:
- Training sessions to attend
- Stakeholder meetings to schedule
- Processes to learn
- Quick wins to identify
- Questions to explore

Deliverable by Day 30: [SPECIFIC OUTPUT]

**Days 31-60: CONTRIBUTE**
Focus: Beginning to add value while continuing to learn

- Projects to begin owning
- Relationships to deepen
- Skills to develop
- Meetings to lead
- Feedback to gather

Deliverable by Day 60: [SPECIFIC OUTPUT]

**Days 61-90: OWN**
Focus: Full productivity and independence

- Full ownership areas
- Strategic contributions
- Process improvements to propose
- Team collaboration expectations
- Performance review preparation

Deliverable by Day 90: [SPECIFIC OUTPUT]

**For each phase include:**
- Specific goals (measurable)
- Key activities
- People to connect with
- Resources needed
- Check-in schedule with manager
- Potential challenges and solutions

**End with:**
- How to measure onboarding success
- Red flags that onboarding isn't working
- Manager's role in each phase