Human Resources

"Create a detailed job description for [Job Title] in the [Industry] industry. Include: 1. Job Summary (2-3 sentences overview) 2. Key Responsibilities (bullet points) 3. Required Qualifications (education, experience, skills) 4. Preferred Qualifications 5. Reporting Structure 6. Salary Range (if applicable) 7. Work Environment/Company Culture 8. Benefits Summary 9. Equal Opportunity Employer statement Tailor the language to attract [target candidate profile] and include keywords for ATS optimization. Use industry-standard terminology and maintain a professional yet engaging tone."

"Generate a set of 10-15 interview questions for a [Job Title] position focusing on: 1. Technical/Job-Specific Skills (3-5 questions) 2. Behavioral Competencies (e.g., teamwork, problem-solving) 3. Situational Scenarios (how they would handle specific situations) 4. Cultural Fit (alignment with company values) 5. Career Goals/Motivation For each question: - Include what you're assessing with the question - Suggested follow-up probes - Ideal response characteristics - Red flags to watch for Format the questions to be open-ended and avoid any that could be considered discriminatory."

"Create a comprehensive performance review template for [Job Role/Department] including: 1. Employee Information section 2. Performance Period 3. Core Competencies Evaluation (rate 1-5 with behavior descriptors) 4. Goal Achievement Section (with SMART goals) 5. Strengths/Accomplishments 6. Areas for Improvement 7. Development Plan (training, mentoring, stretch assignments) 8. Employee Self-Assessment section 9. Manager Comments 10. Overall Rating Scale with definitions 11. Signatures Section Include guidelines for managers on: - How to conduct the review meeting - Giving constructive feedback - Avoiding bias - Setting development objectives - Documenting the discussion"

"Develop a 30-60-90 day onboarding checklist for [Job Title/Department] covering: 1. Pre-Start Preparation (equipment, accounts, workspace) 2. Day 1 Agenda (meetings, orientation, paperwork) 3. Week 1 Priorities (training, introductions, initial goals) 4. Month 1 Objectives (ramp-up expectations) 5. Month 2-3 Goals (increasing responsibility) 6. Required Training (compliance, systems, processes) 7. Key Stakeholders to Meet (and suggested timing) 8. Cultural Immersion Activities 9. Regular Check-in Schedule 10. Performance Expectations Timeline 11. Feedback Mechanisms 12. Resources/Contacts List Include columns for: - Task/Activity - Responsible Party - Due Date - Completion Status - Notes"

"Design an employee engagement survey with 20-30 questions covering: 1. Job Satisfaction (role, responsibilities, workload) 2. Management Effectiveness (communication, support) 3. Team Dynamics (collaboration, respect) 4. Career Development (growth opportunities, training) 5. Compensation & Benefits (fairness, competitiveness) 6. Work Environment (facilities, tools, flexibility) 7. Company Culture (values, diversity, inclusion) 8. Organizational Direction (strategy, leadership) 9. Open-Ended Questions for qualitative feedback For each section: - Include a mix of Likert scale (1-5) and open-ended questions - Ensure questions are clear and unbiased - Group related questions together - Provide space for additional comments - Include demographic questions (optional, anonymous) Add instructions explaining: - Purpose of the survey - Confidentiality assurances - How results will be used - Timeline for sharing findings - Next steps"