HR and Recruiting Prompts

Ready-made prompts for HR teams and small-business managers, from hiring to employee development.

Ready-made prompt templates

• Write a job posting: Write a job posting for [position]. Company: [company], responsibilities: [responsibilities], required qualifications: [qualifications]. Avoid discriminatory wording such as gender or age.
  Sample case: Position: Customer Support Specialist. Company: mid-sized e-commerce company.
  Customer Support Specialist — [Company name]
  
  Who we are: An e-commerce company aiming to provide fast, solution-focused support to customers.
  
  Responsibilities:
  • Answering customer requests by email and phone
  • Resolving order, return and delivery problems
  • Sharing customer feedback with relevant teams
  
  Required qualifications:
  • Strong written and spoken communication
  • Problem-solving skills
  • Basic computer use
  • Aptitude for teamwork
  
  Apply: [email]. All candidates are evaluated equally.
  This sample output was produced with Claude; your result may differ.
• Interview questions: Prepare structured interview questions for [position]: 4 behavioral, 3 technical, 2 culture fit. For each question list the signs of a good answer.
  Sample case: Position: Accounting Specialist.
  Behavioural:
  1. How did you set priorities when a lot of work arrived in a short time? Give an example.
  Signal: clear criteria, communication, result.
  2. Describe a mistake you made and how you corrected it.
  Signal: taking responsibility, learning.
  3. Describe a disagreement with a colleague.
  Signal: respectful resolution.
  4. Give an example where your carefulness prevented a problem.
  Signal: concrete example.
  
  Technical:
  5. Describe your monthly closing process step by step.
  Signal: logical order, control points.
  6. How do you investigate an inconsistent balance?
  Signal: systematic approach.
  7. Which accounting software have you used?
  Signal: real experience.
  
  Values fit:
  8. What is a good working environment for you?
  9. In which situations is confidentiality critical for you?
  Signal: awareness of confidentiality.
  This sample output was produced with Claude; your result may differ.
• Application scoring sheet: Create a 5-criterion scoring sheet for screening applications for [position]. Add definitions for scores 1 to 5 for each criterion.
  Sample case: Position: Sales Representative.
  Criterion 1: Sales experience — 1: None; 3: 1-2 years of relevant experience; 5: Multiple years with measurable results.
  Criterion 2: Communication — 1: Application unclear; 3: Understandable; 5: Very clear and persuasive.
  Criterion 3: Customer focus — 1: No examples; 3: General examples; 5: Concrete customer success.
  Criterion 4: Goal orientation — 1: No goals mentioned; 3: Reached goals; 5: Exceeded goals and explained how.
  Criterion 5: Fit for the position — 1: Low; 3: Medium; 5: High.
  
  Scored out of 25; discriminatory factors such as age or gender are not part of scoring.
  This sample output was produced with Claude; your result may differ.
• 30-60-90 day plan: Prepare a 30-60-90 day onboarding plan for a new hire. Position: [position]. For each period give goals, things to learn and manager check-ins.
  Sample case: Position: Marketing Specialist.
  First 30 days (Learning): Goal — get to know the company, products and tools. To learn: brand voice, current campaigns. Manager meeting: weekly, clarifying expectations.
  First 60 days (Contributing): Goal — take part in a small campaign. To learn: reporting, team processes. Manager meeting: every two weeks, feedback.
  First 90 days (Owning): Goal — manage a campaign end to end. To learn: measurement, optimisation. Manager meeting: 90-day review.
  This sample output was produced with Claude; your result may differ.
• Candidate rejection email: Write a kind, clear rejection email to a candidate. Candidate: [name], position: [position]. Thank them, state the decision clearly and, if true, say they may apply again later.
  Sample case: Candidate: Ayşe Yılmaz. Position: Graphic Designer.
  Subject: About your application
  
  Dear Ms Yılmaz,
  
  Thank you for your interest in the Graphic Designer position and for the time you gave to the interview. After our evaluation we decided to proceed with another candidate for this role.
  
  This decision does not mean your skills are insufficient. You are welcome to apply again when a suitable position opens in the future.
  
  We wish you success in your future work.
  
  Kind regards,
  [Name], [Company]
  This sample output was produced with Claude; your result may differ.
• Performance feedback: Prepare a constructive feedback plan for a performance review about [employee situation]. Write concrete examples, expectations and support steps separately.
  Sample case: Employee situation: Technically very good but arrives late to team meetings.
  1. Opening: “The quality of your technical work contributes a lot to the team. Today I want to discuss one topic.”
  2. Concrete example: “In the last two months you arrived more than 10 minutes late to [number] team meetings.” (from real records)
  3. Impact: “This affects the start of the meeting and team planning.”
  4. Listen: “Is there a reason for this?”
  5. Expectation: “I expect you to join meetings on time.”
  6. Support: “If needed we can review the meeting time together.”
  7. Follow-up: “Let's talk again in two weeks.”
  This sample output was produced with Claude; your result may differ.
• Exit interview form: Prepare an 8-question exit interview form for departing employees. Questions should not be accusatory and cover management, role, growth and workload.
  Sample case: Form: for departing employees.
  1. What was the most influential reason in your decision to leave?
  2. How do you evaluate communication with your management?
  3. Was your role as described at the start?
  4. How did you find your workload?
  5. Were development and training opportunities sufficient?
  6. How do you evaluate collaboration within the team?
  7. What did you like most about the company?
  8. What would you suggest the company do differently?
  
  Note: the purpose of the questions is learning, not blame; tell the employee in advance how answers will be used.
  This sample output was produced with Claude; your result may differ.