Job Description Writer

Write a job description for a [Job Title] role at a [company size/type] company in [industry]. Include: - A 2–3 sentence company/team overview - 5–7 key responsibilities (action verb bullets) - 5–7 required qualifications - 2–3 preferred qualifications - A brief note on compensation range or benefits philosophy Tone: professional but human. Avoid jargon. Use inclusive language.

Structured Interview Question Bank

Create a structured interview question bank for a [Job Title] role at a [company size/type] company in [industry]. Generate: - 5 behavioral questions (STAR format) tied to the core competencies: [list 3–5 competencies, e.g., communication, problem-solving, collaboration] - 3 situational questions that present realistic challenges the candidate would face in this role - 3 role-specific technical or skills-based questions - 2 culture-add questions that assess alignment with our values: [list 2–3 values] For each question, include: - The question text - What competency or trait it evaluates - Green flags to listen for in strong responses - Red flags that indicate a weak answer Format as a structured guide that interviewers can use directly.

Offer Letter Draft

Draft a professional offer letter for a candidate being hired into a [Job Title] role. Details to include: - Candidate name: [Name] - Start date: [Date] - Reporting manager: [Manager Name/Title] - Compensation: [Base salary] per [year/hour], paid [bi-weekly/semi-monthly] - Signing bonus (if applicable): [Amount and conditions] - Benefits: [List key benefits: health, 401k, PTO, etc.] - Employment type: [Full-time/Part-time/Contract], [exempt/non-exempt] - At-will employment language for [State] - Offer expiration: [Date] Tone: warm and welcoming while remaining professional and legally appropriate. Include a clear call-to-action for the candidate to sign and return. Do not include language that creates an employment contract or guarantees duration.

Candidate Rejection Email

Write a professional, respectful rejection email for a candidate who applied for the [Job Title] position. Context: - Stage they reached: [application review / phone screen / first interview / final round] - General reason for not moving forward (optional): [e.g., "we had an exceptionally strong candidate pool" — do not disclose specific reasons] - Whether we may want to consider them for future roles: [Yes/No] Requirements: - Acknowledge their time and effort - Be warm but clear — do not leave ambiguity about the decision - If applicable, encourage them to apply for future openings - Keep it brief (under 100 words) and avoid generic corporate language - Do not invite them to ask for feedback unless that is our practice Generate the email subject line and body.

Sourcing Strategy for Hard-to-Fill Role

Create a sourcing strategy to fill a hard-to-fill [Job Title] role at a [company size/type] company in [industry]. The role is difficult to fill because: [e.g., niche skill set, low candidate supply, remote restrictions, compensation constraints] Provide: 1. Top 5–7 sourcing channels ranked by expected quality of candidates (LinkedIn, niche job boards, professional associations, referrals, universities, etc.) with a brief rationale for each 2. 3 Boolean search string examples tailored to this role 3. A 30-word outreach message for passive candidates on LinkedIn 4. Recommended sourcing timeline and weekly activity targets (outreach volume, screen goal) 5. One creative sourcing tactic specific to this role or industry Format as an actionable sourcing plan.

30/60/90-Day Onboarding Checklist

Create a 30/60/90-day onboarding checklist for a new [Job Title] joining a [company size/type] company in [industry]. The new hire will report to: [Manager Title] Team size: [number] people Key systems they will use: [list systems, e.g., Salesforce, Slack, HRIS] For each phase (Days 1–30, Days 31–60, Days 61–90), include: - 3–5 onboarding milestones or learning goals - 2–3 relationship-building activities (who they should meet and why) - Key systems, tools, or processes to learn - A suggested check-in agenda for the manager at the end of each phase Also include a Day 1 checklist covering logistics, system access, and first conversations. Format as a structured table or checklist the manager can share directly.

New Hire Welcome Email

Write a welcome email from HR to a new hire joining [company name] as a [Job Title] on [start date]. Include: - A warm, personal welcome that reflects our culture: [describe culture in 1–2 words, e.g., collaborative, fast-paced, mission-driven] - Day 1 logistics: what time to arrive/log in, who to contact, what to bring or expect - A brief overview of their first week (what they'll be doing, who they'll meet) - Links or references to key resources: [e.g., employee handbook, IT setup guide, benefits enrollment portal] - Contact information for their main HR or onboarding point of contact Tone: warm, professional, and enthusiastic. Keep under 250 words. Make the new hire feel genuinely excited to start.

New Hire 30-Day Survey

Generate a 30-day new hire onboarding survey for [company name], a [company size] company in [industry]. The survey should cover: - Clarity of role expectations and responsibilities - Quality and completeness of onboarding materials and training - Manager support and communication - Team integration and sense of belonging - Access to tools, systems, and resources needed to do the job - One open-ended question about what could have made their first month better Requirements: - 10–12 questions total - Mix of Likert-scale (1–5 agreement), multiple choice, and 2–3 open-ended questions - Keep questions neutral and non-leading - Include a Net Promoter Score-style question: "How likely are you to recommend [company name] as a great place to work?" Format as a numbered survey with question type indicated.

Performance Review Narrative

Write a performance review narrative for [Employee Name], a [Job Title], for the review period [date range]. Context: - Key accomplishments this period: [list 2–3] - Areas for growth: [list 1–2] - Rating: [Meets/Exceeds/Below Expectations] Write a 2–3 paragraph narrative suitable for a formal review. Be specific, constructive, and avoid vague language like "team player" or "hard worker." Focus on observable behaviors and measurable outcomes.

Performance Improvement Plan (PIP) Draft

Draft a Performance Improvement Plan (PIP) for [Employee Name], a [Job Title], who has been identified for performance concerns. Performance concerns: - Issue 1: [describe the specific gap with examples] - Issue 2 (if applicable): [describe] PIP structure to include: 1. Purpose and context (1 paragraph — factual, non-punitive) 2. Specific performance expectations and success metrics for the next [30/60/90] days 3. Support and resources the company will provide (manager check-ins, training, etc.) 4. Milestones and review dates 5. Consequences if expectations are not met (stated clearly but professionally) Tone: direct, constructive, and legally defensible. Avoid emotional language. Focus on behaviors and outcomes, not personality. Use objective, measurable language wherever possible.

SMART Goals Template

Generate 4–5 SMART performance goals for a [Job Title] at a [company size/type] company in [industry] for [time period, e.g., Q1 2025 or FY2025]. The employee's core responsibilities include: [list 2–3 key responsibilities] Team or company priorities this period: [list 1–2 priorities] For each goal, format it as: - Goal title - Specific: what exactly will be accomplished - Measurable: how success will be measured (include a metric or threshold) - Achievable: why this is realistic given their role and resources - Relevant: how it connects to team or company priorities - Time-bound: target completion date Include one goal focused on professional development or skill building.

Engagement Survey Questions

Generate 10 employee engagement survey questions for a [company size] organization in [industry]. Requirements: - Mix of Likert-scale (1–5) and open-ended questions - Cover: manager effectiveness, sense of belonging, workload, growth opportunities, and organizational trust - Keep questions neutral and non-leading - Include 2 questions specifically about AI tool adoption and comfort Format as a numbered list with question type noted in brackets.

Employee Recognition Program Design

Design an employee recognition program for [company name], a [company size] company in [industry]. Current challenges: [e.g., managers don't recognize consistently, recognition feels performative, remote employees feel left out] Include: 1. Program philosophy (2–3 sentences on what great recognition looks like at our company) 2. Recognition tiers: peer-to-peer, manager-to-employee, and leadership/company-wide 3. Frequency recommendations (weekly, monthly, quarterly touchpoints) 4. 5 specific recognition formats or activities (e.g., shoutouts in all-hands, spot bonuses, handwritten notes) 5. Low-cost, high-impact ideas that don't require a big budget 6. How to measure whether the program is working (2–3 metrics) Keep it practical and easy to implement without dedicated technology or a large HR team.

Stay Interview Question Guide

Create a stay interview guide for managers at [company name] to conduct with direct reports. The goal of stay interviews is to understand what keeps employees engaged and what might cause them to leave — before they give notice. Generate: - A brief script for how to open the conversation (2–3 sentences) - 10 stay interview questions covering: reasons for staying, motivators, concerns, manager relationship, career growth, and workload - 3 follow-up probing questions for when an employee gives a surface-level answer - A guide for how managers should document and act on what they learn - A note on how often to conduct stay interviews (recommended cadence) Questions should feel conversational, not like a formal survey. Avoid questions that put employees on the defensive.

Policy Update Employee Communication

Write a clear, plain-language employee communication announcing a policy update at [company name]. Policy being updated: [Policy name, e.g., Remote Work Policy, PTO Policy, Code of Conduct] Key changes being made: - Change 1: [describe] - Change 2: [describe] - Change 3 (if applicable): [describe] Effective date: [date] What employees need to do: [e.g., re-sign acknowledgment, attend training, update their practice] Where to read the full policy: [link or location] Requirements: - Lead with the "what's changing and why" — not with background or history - Use plain language; avoid legal or HR jargon - Acknowledge if this change requires action and make that action clear - Keep under 200 words - Include a contact for questions Generate the email subject line and body.

AI Use Policy for HR Data

Draft an HR-specific AI acceptable use policy for [company name], a [company size] company in [industry]. The policy should address: 1. Which HR processes may use AI tools (e.g., job description drafting, survey analysis, communication drafting) 2. What employee data may never be entered into AI tools (e.g., PII, medical information, disciplinary records, compensation data) 3. Disclosure requirements when AI-generated content is used in formal HR documents 4. Prohibited uses (e.g., using AI to make or support termination decisions without human review) 5. Employee rights regarding AI in HR processes 6. Manager and HR responsibilities for oversight Write in plain language appropriate for a non-legal audience. Include a brief FAQ section (3–4 questions) at the end covering common employee concerns.

Leave of Absence Communication Template

Draft a leave of absence communication template for HR to send to an employee who has requested a leave. Leave type: [FMLA / personal / medical / parental / bereavement] Duration: [anticipated start and end date, or "duration TBD"] Employee role: [Job Title] The communication should include: - Confirmation that the request has been received and the type of leave - What the employee needs to submit (e.g., medical certification, forms) and by when - Their rights during leave (job protection, benefits continuation, COBRA if applicable) - How to stay in contact during leave (if appropriate) - Next steps and who their HR point of contact is Tone: empathetic, clear, and compliant. Avoid clinical or cold language. Do not ask the employee to disclose medical details. This letter is informational, not a legal determination of eligibility.

Training Program Outline

Create a training program outline for [topic, e.g., "Unconscious Bias," "Managing Remote Teams," "FMLA for Managers"] at [company name]. Audience: [who will attend — e.g., all managers, new hires, frontline supervisors] Delivery format: [in-person / virtual / self-paced / hybrid] Time available: [e.g., 60-minute live session, 4-hour workshop] Outline should include: 1. Learning objectives (3–4 specific, measurable outcomes) 2. Session agenda with timing (Introduction, key content modules, practice/application, Q&A) 3. For each module: topic, key points to cover, suggested activity or discussion prompt 4. Materials needed (slides, handouts, tools) 5. Knowledge check or assessment approach 6. Post-training follow-up recommendation (e.g., 30-day action item, manager check-in) Keep the outline practical and focused on behavior change, not just information transfer.

Individual Development Plan (IDP)

Create an Individual Development Plan (IDP) for [Employee Name], a [Job Title] at [company name]. Employee's career goals: [short-term goal in 1–2 years / long-term goal in 3–5 years] Current strengths: [list 2–3] Development areas: [list 2–3] Manager's perspective on growth opportunities: [brief notes] IDP should include: 1. Career goal summary (1 paragraph) 2. 3–4 development goals for the next 12 months, each with: - Specific skill or competency to develop - Action steps (stretch assignments, courses, mentoring, shadowing, etc.) - Target completion date - How progress will be measured 3. Resources and support needed from the manager and company 4. Recommended check-in cadence between employee and manager Tone: collaborative and growth-oriented. This plan should feel aspirational, not remedial.

HR Investigation Summary Memo

Draft an HR investigation summary memo for the following complaint. Complaint summary: [brief description of the complaint — do not include names in this prompt] Parties involved: Complainant (Party A), Respondent (Party B), Witnesses (Party C, D if applicable) Investigation steps taken: - [Step 1: e.g., intake interview with Party A on [date]] - [Step 2: e.g., interview with Party B on [date]] - [Step 3: e.g., review of [documents, emails, etc.]] Key findings: - [Finding 1: what the evidence shows] - [Finding 2] Memo structure: 1. Background and complaint summary 2. Investigation process (who was interviewed, what was reviewed) 3. Findings (factual, neutral — no conclusions yet) 4. Determination (substantiated / unsubstantiated / inconclusive) 5. Recommended next steps and corrective actions (if applicable) Tone: objective, factual, and legally defensible. Avoid editorializing. Stick to what was observed and documented.

Termination Meeting Script

Write a termination meeting script for an HR professional or manager conducting an involuntary termination. Context: - Employee role: [Job Title] - Reason for termination: [performance / policy violation / position elimination / end of contract] - Is severance being offered: [Yes — [amount/details] / No] - Is this a layoff or individual termination: [layoff / individual] - WARN Act considerations: [Yes/No — [state]] The script should cover: 1. Opening (how to start the conversation — direct, clear, compassionate) 2. Delivering the news (what to say and what not to say) 3. Logistics (final paycheck, return of equipment, system access, benefits) 4. If severance: how to explain the offer and the signing period 5. Closing the meeting respectfully 6. What to say to the remaining team (brief announcement language) Include a "do not say" list of phrases that create legal risk or unnecessary pain. Keep the tone professional and humane.

Manager Conflict Resolution Coaching Email

Write a coaching email from HR to a manager who needs guidance on resolving a conflict between two direct reports. Situation summary: [brief description — e.g., two team members have ongoing tension about workload distribution and communication style, and it is affecting team morale] The email should: 1. Acknowledge the situation without taking sides 2. Provide 3–4 concrete steps the manager should take (e.g., have individual conversations first, establish shared expectations, set a follow-up timeline) 3. Offer language the manager can use in the conversation with each employee 4. Flag when to escalate to HR or involve a formal process 5. Offer HR as a resource if the manager wants coaching before the conversations Tone: supportive, practical, and non-judgmental. The manager is not in trouble — they need tools, not criticism. Keep under 300 words.