HR Professional Prompt Pack

Inclusive Job Description

I am an HR Professional writing a job description for a [job title] role at a [company type and size]. The core responsibilities are: [list key responsibilities]. The must-have skills are: [list must-haves] and the nice-to-haves are: [list nice-to-haves]. Think step by step: 1. Write a short, honest role summary that sells the opportunity without hype. 2. Separate genuine must-haves from nice-to-haves, and cut requirements that would screen out capable candidates unnecessarily. 3. Flag and rewrite any gendered or exclusionary language toward neutral wording. 4. Add a brief, specific note on team and culture that's concrete rather than generic. Output as a job description with sections, About the role, What you'll do, What you'll bring (must-haves and nice-to-haves clearly separated), About the team. Keep it under 500 words and write it to attract the right candidate, not the most candidates.

Competency Interview Guide

I am an HR Professional building a structured interview guide for a [job title] role. The competencies we need to assess are: [list 3–5 competencies]. Think step by step: 1. For each competency, write 2–3 behavioural questions that ask for real past examples, not hypotheticals. 2. Add a follow-up probe for each question to get past rehearsed answers to specifics. 3. For each competency, define what a strong, adequate, and weak answer looks like so interviewers score consistently. 4. Keep the questions legal and job-relevant, nothing that strays into protected characteristics. Output as a structured interview guide grouped by competency, each with questions, probes, and a three-level rating rubric. Format it so different interviewers using it would arrive at comparable scores.

Warm Rejection Email

I am an HR Professional writing a rejection email to a candidate for the [job title] role who reached [interview stage]. The genuine reason we're not moving forward is: [describe reason, even if internal]. Whether we'd consider them for future roles is: [yes / no / for a different role]. Think step by step: 1. Lead with appreciation for their time and a specific, sincere note where possible. 2. Deliver the decision clearly and kindly, no false hope, no cold template language. 3. Offer brief, constructive framing without overpromising feedback we can't give. 4. If appropriate, leave a genuine door open for future roles. Output as a rejection email ready to send, under 180 words. Make it feel written by a person who read their application, not generated from a template, warm, respectful, and honest.