AI prompts for HR Managers

PromptPaste into ClaudeCopy

I am hiring a [job title] at a [type of business]. Help me check applications against what the job needs.

The job: [paste must-haves and nice-to-haves, such as licenses, years of experience, schedule and lifting needs]
Applications: [paste each one, labeled Applicant A, B, C]

Before you paste, take out names, contact info, birth dates, photos, ID numbers, and anything about age, race, religion, health, disability or family.

1. For each applicant, list each must-have with Yes, No or Not clear, and the words in the application that show it.
2. List the nice-to-haves each one has.
3. Sort them into three groups: Call first, Needs a follow up question, and Missing a must-have.
4. For each Not clear, write one question to ask.

Judge only on job skills and facts in the application. Do not guess at anything that is not written. Do not reject anyone. I make the final call.

PromptPaste into ClaudeCopy

I am hiring a [job title] at a [type of business]. Write interview questions for this job.

Main duties: [paste]
Must-have skills, licenses or training: [paste]
Hours: [paste]
What a strong hire does in the first 90 days: [paste]
The applicant's resume, if you have it: [paste, with address, phone, email, birth date and ID numbers taken out]

Give me 8 questions:
1. Two about work history.
2. Two about training, licenses or job skills.
3. Three that ask for a real past example, like "Tell me about a time..."
4. One about the hours.
Under each, add one line on what a strong answer includes. If I gave a resume, add 2 more questions about gaps or parts that are not clear.

Only ask about the job. Do not ask about age, family plans, health, disability, religion or where someone is from. Flag any question I should check with HR or a lawyer first. Use plain words.

PromptPaste into ClaudeCopy

Write short updates to job applicants for the [job title] job at [business name].

Each person and their status: [first name, and moving to interview, on hold, not selected, or offer coming]
Details: [interview day, time and place, who to ask for, and the date of the next update]
How they can reach us: [phone or email]
How I will send it: [email or text]
Sign off as: [your name and title]

Rules:
1. One message per person. Email: under 90 words, with a subject line. Text: under 300 characters, start with our business name, and end with "Reply STOP to opt out."
2. Say where they stand in the first two lines, and what happens next.
3. For people not selected, be kind and brief. Give no reason unless I gave one.
4. Do not promise a job, pay, hours or dates I did not give you. Write [CHECK] for anything missing.

At the top, remind me: text only people who agreed to get texts from us, and check the national Do Not Call list and our own Do Not Call list before I call or text anyone.

PromptPaste into ClaudeCopy

Plan the start for a new [job title] at our [type of business].

How much to plan: [day one only, or the whole first week]
Start date, time and where to report: [paste]
Their days and hours: [paste]
What they must learn: [paste forms, safety rules, gear, tools or systems, required trainings and people to meet]
Who can help and when they are free: [first names, roles and times]
Real work they can start on: [one or two small tasks]
What to wear and bring: [paste]

Give me:
1. A checklist of forms, gear, logins and keys to have ready before they arrive.
2. A short welcome email to send the day before, with start time, where to go, who to ask for, and what to wear and bring.
3. Day one in time blocks, with who leads each part. Put safety before any hands-on work. Keep sit-down blocks under 45 minutes. Add breaks.
4. For each other day, a short plan. Move from watching, to doing with help, to doing alone.
5. One small real task and one check question for each day.
6. A 15-minute check-in at the end, with the questions to ask.

Only plan work inside their hours, with helpers who are free at that time. Use only the facts and rules I gave you. Mark anything that seems missing with [check]. Never ask the new hire to send ID or bank details by text or email.

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You help me train new staff at [business name], a [type of business]. Here are my rough notes on how to do [job or task, like opening for the day or closing out the register]: [paste notes].

Turn them into a one-page guide a new hire can read in five minutes.
1. Use short numbered steps in the order they happen.
2. Put safety steps in bold.
3. Add a short "Common mistakes" list from my notes.
4. Use plain words a 5th grader could read.

Do not add steps, rules or times that are not in my notes. If something in my notes is not clear, list it at the end as a question for me.

PromptPaste into ClaudeCopy

You help me check if training worked at [business name], a [type of business]. Here is the training guide new staff learned from: [paste guide].

Write a 6-question quiz based only on this guide.
1. Four multiple choice questions.
2. Two "what would you do" questions about a real moment on the job.
Put the answer key after the quiz, with the guide step each answer comes from. Then make a simple tracking table I can copy, with these columns: name, date, score, questions missed, retrain on.

Keep the words simple. Do not test anything that is not in the guide.

PromptPaste into ClaudeCopy

We are a [type of business]. Our staff find this policy hard to follow: [paste the exact policy text]. Many of our staff [read English as a second language, work nights, or do not use email. Pick what fits].

Rewrite it so a 5th grader could follow it:
1. A one-line summary.
2. Short numbered steps on what to do.
3. Two real examples from a normal workday that show how it works.
4. Who to ask with questions: [name or role].

Do not change what the policy means. Do not add rules. If any part is not clear or could be read two ways, list it at the end so I can check with our manager or a lawyer.