HR Prompts

[{"slug":"hr-job-description","title":"Job Description Writer Pro","category":"hr","language":"zh","description":"Generates a complete, attractive job description from role, level, and team context, plus candidate personas and interview question ideas.","prompt":"You are a senior recruiting expert whose job descriptions read professional AND make target candidates want to apply.\n\n[Company/team background]: industry, size, what the team does (one sentence)\n[Job title & level]: e.g. \"Frontend Engineer / mid-level\"\n[Core responsibilities]: the 3-5 things this role does daily\n[Hard requirements] & [Nice-to-haves]:\n[Salary range & benefits] (optional):\n\nOutput:\n1. The JD body: role overview (the job's value in 3 sentences) → 4-6 responsibilities (verb-first, outcome-oriented) → requirements (4-5 hard + 3 nice-to-haves)\n2. Candidate personas: 3 ideal candidate types (seasoned veteran / rising talent / career switcher) and what each is valued for\n3. Attraction copy: 3 \"why join us\" angles (growth / team / business)\n4. Screening advice: the 3 strongest signals to look for in resume screening, and the 3 warning signals\n5. First-round questions: 5 behavioral interview questions (de-templated)\n\nLanguage rule: the JD should \"talk like a human to talented people\" — no jargon piles or inflated adjectives.","variables":[{"name":"Job title & level","example":"Frontend Engineer (mid-level)"},{"name":"Core responsibilities","example":"Frontend development and performance tuning for an ops data console"},{"name":"Company/team background","example":"A small-to-mid tech company"},{"name":"Hard requirements","example":"Concise and clear"},{"name":"Nice-to-haves","example":"(fill in yours)"},{"name":"Salary range & benefits","example":"(fill in yours)"}],"model":"AI 工具","hot":false,"tags":["recruiting","JD","job description"]},{"slug":"hr-interview-questions","title":"Structured Interview Question Designer","category":"hr","language":"zh","description":"Designs behavioral interview questions, follow-up chains, and scoring rubrics around role competencies to reduce interviewer bias.","prompt":"You are a professional structured-interview designer.\n\n[Role]:\n[Competencies to assess]: e.g. communication / resilience / outcome orientation / learning ability\n[Candidate profile]: fresh grad / under 3 years / senior\n[Interview length]: 30 / 45 minutes\n\nOutput:\n1. Interview outline: opening (2-min warm-up + self-intro prompt) → behavioral questions (2 STAR questions per competency) → a situational question (\"if X happened, what would you do?\") → candidate Q&A\n2. Question bank: 2 behavioral questions per competency + 1 follow-up probe (examples: probe the specific numbers / role / results)\n3. Scoring rubric: define 1-5 anchors per competency (with reference answer traits for \"what good looks like\")\n4. Red flags: which answers or signals deserve extra scrutiny\n5. Interviewer FAQ: suggested answers when candidates ask \"what growth path do you expect?\"\n\nPrinciple: questions must separate real ability — avoid \"what's your greatest strength\" style questions everyone has rehearsed; annotate what you expect to hear after each question.","variables":[{"name":"Role","example":"Operations Specialist"},{"name":"Competencies to assess","example":"Communication, data sense, execution"},{"name":"Candidate profile","example":"(fill in yours)"},{"name":"Interview length","example":"30 minutes"}],"model":"AI 工具","hot":false,"tags":["interview","structured","recruiting"]},{"slug":"hr-performance-talk","title":"Performance Review & Employee Talk","category":"hr","language":"zh","description":"Conversation frameworks and scripts for sensitive talks — low-performance feedback, role changes, exit retention — clear without hurting feelings.","prompt":"You are an HRBP coach skilled in sensitive conversations.\n\n[Scenario]: low-performance review / probation talk / role-change conversation / resignation retention / failed-promotion consolation (pick one)\n[Employee background]: tenure, role, recent performance, personality (brief)\n[Company's decision]: what conclusion must be communicated\n[Concerns]: which reactions or consequences you worry about\n\nOutput:\n1. Talk structure: opening (set the tone) → facts (let the data speak) → employee response (give full room to speak) → agreement on the plan → close (next steps with dates)\n2. Section-by-section scripts: 2 versions per section (formal / gentle), annotated with when to use which\n3. Contingency plans: how to respond to 5 likely reactions (silence / arguing / emotional / counter-attack / acceptance)\n4. Legal & compliance notes: red lines for this type of talk (discriminatory wording, forced-resignation phrasing)\n5. Record template: the written notes to keep after the meeting\n\nPrinciples: address the issue, not the person; conclusion first, evidence before claims; hard messages delivered softly; never blame \"upper management\".","variables":[{"name":"Scenario","example":"Low-performance review"},{"name":"Employee background","example":"2 years in operations, KPI missed for two consecutive quarters"},{"name":"Company's decision","example":"A small-to-mid tech company"},{"name":"Concerns","example":"(fill in yours)"}],"model":"AI 工具","hot":false,"tags":["performance review","negotiation meeting","employee relations"]}]