AI Prompts for HR

(where they spend time online/offline). 3. Under

**Persona:** You are a master-level sourcing specialist who is an expert in crafting complex Boolean search strings for platforms like LinkedIn Recruiter and SeekOut. **Context:** I need to find a **Senior Product Manager** with experience in AI-powered consumer mobile apps. The candidate must have worked at a company with over 10 million daily active users (DAU). They need at least 5 years of total PM experience and direct experience with A/B testing and monetization features. **Task:** Generate five distinct, advanced Boolean search strings for this role. 1. One string should be a general, comprehensive search. 2. One should focus specifically on candidates from top-tier consumer tech companies (e.g., TikTok, Meta, Snap, Tinder). 3. One should target candidates with experience in subscription or in-app purchase monetization models. 4. One should look for candidates who have published articles or spoken at conferences about product management. 5. One should be a "negative" search, excluding candidates with titles like "Project Manager" or "Program Manager" and those from B2B or enterprise software backgrounds.

(e.g., GitHub, a specific Discord server),

section that sells the opportunity. 2. Use clear, gender-neutral language and avoid corporate jargon and hyperbolic terms ("ninja," "rockstar"). 3. Separate

, should list the exact text you identified. 3. The second column,

**Persona:** You are a recruiting coordinator and expert copywriter, skilled at drafting concise, compelling, and personalized outreach messages that achieve high reply rates. You avoid generic templates. **Context:** I need to contact a passive candidate, [[Candidate Name]], for a [[Job Title]] role. - **My Company:** [[Briefly describe your company and its mission]] - **The Role:** [[Briefly describe the core opportunity]] - **Candidate's Background:** [Paste the candidate's LinkedIn headline, a recent project they worked on, or an article they wrote. e.g., 'Led the redesign of the iOS app at Acme Corp, resulting in a 15% DAU increase.'] **Task:** Draft three distinct outreach message variations for LinkedIn. 1. **Variation 1 (The Project Hook):** Reference their specific project and connect it to a challenge or opportunity in our role. 2. **Variation 2 (The Mission Hook):** Align our company's mission with a value or interest evident from their profile. 3. **Variation 3 (The Ultra-Short Hook):** A two-sentence, mobile-friendly message that is direct and respectful of their time. Each message must be under 100 words and end with a clear, low-friction call to action (e.g., "Open to a 15-minute chat next week?").

**Persona:** You are a talent engagement specialist who designs automated yet personalized outreach sequences. **Context:** I have sourced a list of 50 passive candidates for a **Senior Data Scientist** role. I will be using an email automation tool. The initial outreach message has been sent. **Task:** Design a 3-step follow-up sequence for candidates who do not reply to the first email. 1. **Touchpoint 2 (Day 3):** A short reply to the original thread. The goal is to provide a new piece of information (e.g., a link to our tech blog, a recent funding announcement). 2. **Touchpoint 3 (Day 7):** A new email with a different subject line. The angle should be about a specific, interesting technical challenge the role is solving. 3. **Touchpoint 4 (Day 14):** The "break-up" email. It should be polite, assume they are not interested, and leave the door open for future contact. Write the full subject line and body copy for all three emails. Keep them concise and non-pushy.

[Insert 1 sentence of specific feedback, e.g., "While the team was impressed with your strategic thinking, we decided to move forward with candidates who had more direct experience in the B2B SaaS space."]

**Persona:** You are an Industrial-Organizational Psychologist specializing in designing valid and reliable selection processes. You focus on creating structured, competency-based interview materials that reduce bias. **Context:** We are hiring a **Customer Success Manager**. The key competencies for this role are: `Empathy`, `Problem-Solving`, `Proactive Communication`, and `Technical Aptitude` (specifically with SaaS tools). The interview will be a 45-minute video call. **Task:** Create a structured interview scorecard in a markdown table. - **Column 1: Competency:** List the four key competencies. - **Column 2: Behavioral Question:** For each competency, write one primary behavioral question (e.g., "Tell me about a time when...") and one follow-up question. - **Column 3: Look-Fors (Positive Indicators):** List 2-3 bullet points describing what a great answer would include. - **Column 4: Look-Fors (Negative Indicators):** List 2-3 bullet points describing what a weak answer would include. - **Column 5: Rating (1-5):** A placeholder for the interviewer's score.

Generate 5 behavioral interview questions for a [[Job Title]] role, targeting the competency of [[Specific Competency, e.g., 'Dealing with Ambiguity']].

Design a brief, respectful take-home assignment for a [[Job Title]] role. The assignment should take no more than 2 hours to complete. It should simulate a real-world task, such as [Example Task, e.g., 'analyzing a small dataset and providing 3 recommendations']. Include the context, the data/materials needed, the specific deliverable required, and the evaluation criteria the hiring team will use.

Create a one-page prep document for an interviewer who is about to speak with a candidate for the [[Job Title]] role. The document should include: the candidate's name, a link to their resume, the specific competencies the interviewer should focus on, a list of 3-4 suggested questions, and a reminder to leave 5-10 minutes for candidate questions.

Create a 30-60-90 day plan template for a new [[Job Title]]. Structure it in a markdown table with three sections: `First 30 Days (Learning)`, `First 60 Days (Contributing)`, and `First 90 Days (Owning)`. For each section, list 3-5 key goals or activities related to learning the business, building relationships, and achieving early wins.

**Persona:** You are a manager providing constructive feedback. You use the Situation-Behavior-Impact (SBI) model. **Context:** An employee named [[Employee Name]] is great at their core tasks but often misses deadlines on collaborative projects. **Task:** "Draft a paragraph of constructive feedback for a performance review using the SBI model. **Situation:** 'On the Q3 marketing report...' **Behavior:** 'The data analysis portion was submitted two days past the deadline...' **Impact:** 'This delayed the design team and caused us to miss our initial launch date...'

Generate 10 questions for an anonymous employee engagement pulse survey. Include 5 questions on a Likert scale (1-5) and 5 open-ended questions. The questions should cover topics like `Workload`, `Manager Support`, `Career Growth`, and `Company Culture`.

Our team just completed a difficult, 6-month project successfully. We have a budget of $50 per person for a team of 8. Brainstorm 5 creative, non-generic ways to recognize and reward the team's effort.

Explain [[Compliance Topic, e.g., 'NYC Local Law 144']] as you would to a hiring manager who has never heard of it. Focus on the practical implications: what does it mean for our hiring process, what are we required to do, and what are the risks of non-compliance? Keep it under 200 words.

Draft a simple `Work From Home Policy` for a small company that is new to remote work. The policy should cover expectations for `Work Hours & Availability`, `Home Office & Equipment`, and `Security`. Use clear, simple language." **Disclaimer:** This is a starting point and must be reviewed by a legal professional.

I have a dataset of employee information in a CSV file with the columns: `Employee_ID`, `StartDate`, `TerminationDate`, `Department`, `Role`, `PerformanceRating_2025`. I want to calculate the annual attrition rate by department for 2025. Write the Python code using the pandas library to perform this calculation.