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Claude for HR

Hiring, onboarding, reviews, and policies. 12 prompts for small business people management.

12
Prompts
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Hiring

Recruiting & Selection

Find and hire the right people faster.

1

Job Description Writer

Hiring

Write job posts that attract the right candidates.

Write a job description for a [JOB TITLE] at my [TYPE OF BUSINESS]. Key responsibilities: [LIST MAIN DUTIES]. Must-have skills: [REQUIREMENTS]. Nice-to-haves: [PREFERRED]. We offer: [BENEFITS, CULTURE, ETC.]. Salary range: [IF SHARING]. Make it compelling - sell the opportunity, not just list requirements. Include: catchy opening, clear responsibilities, realistic requirements (not a wish list), and what makes us a great place to work. Avoid jargon and clichés like "rockstar" or "fast-paced environment."
2

Interview Question Generator

Hiring

Ask better questions, make better hires.

Generate interview questions for a [JOB TITLE] position. Key skills we need: [LIST]. Cultural values we care about: [LIST]. Mix of: Behavioral questions ("Tell me about a time..."), Situational questions ("What would you do if..."), Skills-based questions, Culture-fit questions. For each question, include what a great answer would demonstrate. Avoid illegal questions (age, family status, etc.).
3

Candidate Evaluator

Hiring

Compare candidates objectively.

Help me evaluate candidates for [POSITION]. Key criteria: [LIST WHAT MATTERS MOST]. Here are my notes from interviews: [PASTE NOTES FOR EACH CANDIDATE]. Create a comparison matrix rating each candidate on each criterion. Highlight: Standout strengths, Potential concerns, Questions to clarify in reference checks. Give me a recommendation with reasoning, acknowledging trade-offs.
Onboarding

New Hire Success

Set new team members up to win from day one.

4

Onboarding Plan Creator

Onboarding

A structured plan for the first 90 days.

Create a 30-60-90 day onboarding plan for a new [JOB TITLE] at my [TYPE OF BUSINESS]. They'll be responsible for: [KEY RESPONSIBILITIES]. They'll work with: [TEAM/STAKEHOLDERS]. Create a week-by-week plan covering: Training topics, Key people to meet, Systems to learn, Quick wins to achieve, Milestones to hit at 30/60/90 days. Goal: They should be fully productive by day 90.
5

Welcome Email Sequence

Onboarding

Make new hires feel welcomed before day one.

Create a welcome email sequence for a new hire at my [TYPE OF BUSINESS]. Write: (1) Offer acceptance confirmation (immediate), (2) Pre-start welcome with what to expect (1 week before), (3) Day 1 logistics (2 days before), (4) End of week 1 check-in (day 5). Tone: warm, excited, professional. Include practical info they'll need and make them feel like they made the right choice.
6

Training Documentation

Onboarding

Document how to do the job so anyone can learn.

Create training documentation for [ROLE/TASK]. Here's how we currently explain it (roughly): [YOUR EXPLANATION]. Turn this into: Step-by-step guide with screenshots placeholders, Common mistakes and how to avoid them, FAQs a new person would ask, Practice exercises to build skills, How to know when they've mastered it. Write for someone smart but new to this specific task.

Pro Tip: Build a "New Hire Hub"

Create a single document or Notion page with everything a new hire needs: logins, who's who, company values, first-week checklist. Use Claude to draft it, then maintain it. Every hour saved in onboarding compounds.

Performance

Reviews & Feedback

Have better conversations about performance.

7

Performance Review Writer

Reviews

Write thoughtful reviews without the blank-page struggle.

Help me write a performance review for [EMPLOYEE NAME], [THEIR ROLE]. Review period: [TIMEFRAME]. Their key accomplishments: [LIST]. Areas where they've grown: [LIST]. Areas for development: [LIST]. Overall rating context: [MEETS/EXCEEDS/BELOW EXPECTATIONS]. Write a balanced review that: Celebrates wins specifically, Addresses growth areas constructively, Sets clear expectations for next period. Tone: supportive but honest.
8

Difficult Conversation Prep

Reviews

Handle tough conversations with confidence.

Help me prepare for a difficult conversation with [EMPLOYEE]. The issue: [DESCRIBE THE PROBLEM - performance, behavior, etc.]. Impact: [HOW IT AFFECTS THE TEAM/BUSINESS]. What I've already tried: [PREVIOUS ATTEMPTS IF ANY]. Help me: Frame the conversation constructively, Specific examples to reference, Questions to understand their perspective, Clear expectations to set, Consequences if unchanged, Support I can offer. Goal: Address the issue while preserving the relationship if possible.
9

Goal Setting Framework

Reviews

Set goals that actually drive performance.

Help me set goals with [EMPLOYEE], [THEIR ROLE]. Company priorities this [QUARTER/YEAR]: [LIST]. Their key responsibilities: [LIST]. Their development interests: [IF KNOWN]. Create 3-5 goals that are: Specific and measurable, Aligned with company priorities, Appropriately challenging, Within their control. For each goal include: The goal statement, How we'll measure success, Key milestones, Support/resources needed.
Policies

HR Policies & Documentation

Create clear policies without hiring a lawyer for everything.

10

Policy Drafter

Policies

Create a policy document for common workplace situations.

Draft a [POLICY TYPE - PTO, remote work, expense reimbursement, etc.] policy for my [TYPE OF BUSINESS] with [X EMPLOYEES] in [LOCATION/STATE]. Our approach: [DESCRIBE HOW YOU WANT IT TO WORK]. Include: Purpose, Who it applies to, The policy details, Procedures to follow, Exceptions and approval process, Effective date placeholder. Write in plain English, not legalese. Note: This is a starting point - I'll have it reviewed before finalizing.
11

Employee Handbook Section

Policies

Build your handbook one section at a time.

Write the [SECTION NAME - e.g., "Code of Conduct", "Benefits Overview", "Communication Guidelines"] section for our employee handbook. Company: [TYPE OF BUSINESS]. Culture: [DESCRIBE YOUR WORKPLACE CULTURE]. Specific things to include: [ANY MUST-HAVES]. Write in a tone that reflects our culture (not corporate boilerplate). Make it clear, practical, and something people would actually read.
12

Termination Checklist

Policies

Handle departures professionally and completely.

Create a termination/offboarding checklist for my [TYPE OF BUSINESS]. The employee is [ROLE TYPE - office, remote, has client access, etc.]. Include everything we need to do: Before the conversation, During the meeting, Immediate actions after, Within 24 hours, Within the week, Final items. Cover: Access revocation, Equipment return, Knowledge transfer, Communication to team/clients, Final pay/benefits, Exit interview. Make it thorough so nothing falls through the cracks.

Important Disclaimer

Claude is not an employment lawyer. HR policies have legal implications that vary by location. Always have policies reviewed by qualified legal counsel before implementing, especially for termination, discrimination, leave, and accommodation policies. Use these prompts as a starting point, not final documents.

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