AI for HR: Accelerate Without Compromising Compliance

Job Descriptions

Situation: We're hiring a [role title] for our [department] team. The role reports to [title]. We are a [company size] [industry] company based in [location]. Our employer brand emphasises [2-3 values].

Task: Write a job description for this role.

Constraints:
- Structure: About Us (50 words) → Role Summary (2 sentences) → Key Responsibilities (6-8 bullets) → Requirements (split Required vs Preferred) → Benefits → How to Apply
- Check for gendered language (use tools like Gender Decoder principles)
- Avoid unnecessary degree requirements — focus on skills and experience
- Include salary range: £[min]-£[max]
- Tone: professional but human — no corporate jargon or "ninja/rockstar"
- Flag any requirements that might unintentionally exclude qualified candidates

Output:
1. Complete job description
2. Bias check report (gendered language, unnecessary barriers, inclusivity suggestions)
3. 3 alternative titles to consider for SEO/discoverability

Key responsibilities include: [list 5-8 actual responsibilities]
Required skills: [list must-haves]
Preferred skills: [list nice-to-haves]

Interview Questions

Situation: We're interviewing candidates for [role title]. The critical competencies for success are: [list 4-6 competencies, e.g., technical problem-solving, stakeholder management, team leadership, data-driven decision making].

Task: Generate a structured interview question set with scoring rubrics.

Constraints:
- 2 questions per competency (1 behavioural, 1 situational)
- Each question must include: the question, what a strong answer looks like, what a weak answer looks like, and a 1-5 scoring rubric
- Include one "values fit" question aligned to our values: [your values]
- Avoid illegal/discriminatory questions (no questions about age, family, health, religion, nationality)
- Questions should be answerable by candidates without insider knowledge of our company
- Include interviewer notes on what to listen for

Output: Structured interview guide with questions, expected answers, scoring rubrics, and red flags to watch for.

Performance Reviews

Situation: I'm writing a performance review for [employee name/role]. The review period is [Q1 2026 / Annual 2025]. Our review framework evaluates: [list categories, e.g., Technical Excellence, Collaboration, Leadership, Initiative, Growth].

Task: Draft a performance review narrative from my notes below.

Constraints:
- Each category: 2-3 sentences with specific examples (not generic praise)
- Use the SBI model (Situation-Behaviour-Impact) for feedback
- Balance: identify strengths AND growth areas — avoid all-positive or all-negative
- Tone: professional, supportive, growth-oriented — never punitive
- Include 2-3 specific, measurable goals for next period
- Avoid recency bias — reference achievements across the full review period
- Do NOT use: "meets expectations" (meaningless), superlatives without evidence, comparative language ("better than peers")

Output:
1. Overall summary (3-4 sentences)
2. Category-by-category narrative
3. Key achievements (top 3)
4. Growth areas (2-3 with specific development suggestions)
5. Goals for next period (SMART format)

My notes:
[Paste your bullet points, observations, metrics, feedback from others]

Employee Handbooks

Situation: We're [creating / updating] our employee handbook for a [company size] [industry] company based in [UK / US / EU]. We need to [write a new section on / update the existing section about] [topic: e.g., remote work policy, AI usage policy, parental leave].

Task: Draft this handbook section.

Constraints:
- Write in plain English — employees of all levels must understand this
- Include: purpose, scope (who it applies to), policy details, employee responsibilities, manager responsibilities, exceptions process, effective date
- Reference relevant legislation but don't provide legal advice
- Include a "Questions?" section directing to HR contact
- Tone: clear, fair, professional — not legalistic
- Flag areas where local employment law may vary (if applicable)
- Add a "⚠️ LEGAL REVIEW REQUIRED" notice at the top

Output:
1. Complete handbook section (500-800 words)
2. Implementation checklist for HR
3. List of legal/compliance points that require solicitor review

Context: [existing related policies, company values, specific requirements]

Onboarding Programmes

Situation: We're onboarding a new [role title] joining our [department] team. They report to [manager title]. They'll work with [key teams/stakeholders]. Their first major deliverable is expected at [timeline].

Task: Create a structured onboarding programme.

Constraints:
- Week 1: Day-by-day schedule (meetings, systems access, reading, introductions)
- Month 1: Weekly milestones (what they should know/do by each Friday)
- 90-day plan: Monthly goals building toward independent contribution
- Include: buddy assignment, key stakeholder meetings, tool/system training
- Include: "30-day check-in" and "90-day review" discussion guides
- Balance: learning (reading, shadowing) and doing (small projects, quick wins)
- Don't overload Week 1 — first impressions matter

Output:
1. Week 1 day-by-day schedule
2. Month 1 weekly milestones
3. 90-day goal framework
4. Pre-boarding checklist (what to prepare before Day 1)
5. 30-day and 90-day check-in question guides

Role-specific context: [key tools, processes, team structure, first projects]