Claude for HR: Recruiting, Onboarding, and Talent Management

Writing Job Postings

Complete and Inclusive Job Posting

Write a job posting for a [job title] position.

Context:
- Company: [name], [industry], [size], [location]
- Team: [team size, direct manager]
- Type: Full-time / Hybrid remote (2 days office, 3 days remote)
- Salary range: [amount]

Include:
1. Engaging opening (not "global leader" — be specific)
2. Role mission (3-4 sentences)
3. Responsibilities (6-8 points, action verbs)
4. Candidate profile: "Required" (5 points) and "Nice to Have" (3 points)
5. What we offer (concrete benefits, not generic)
6. Recruitment process (clear steps)

Constraints:
- Inclusive language (use "you" — avoid gendered pronouns)
- Avoid: ninja, rockstar, guru, "young and dynamic"
- Clearly separate required vs. nice-to-have
- Optimized for job search engines

Variations by Channel

Job Board Optimization

Optimize this job posting for job search engines (Indeed, LinkedIn Jobs).

Check:
- Standard job title (no fanciful titles)
- Job-relevant keywords in the first 100 words
- Clear location
- Explicit contract type and work mode
- Salary range (if applicable)

[paste the posting]

The honest read on AI in recruiting, documented on r/humanresources, r/recruiting, and the SHRM research center: CV screening is the single highest-risk use case for generative AI in HR, and regulators know it. The EEOC guidance on algorithmic decision-making, NYC's Local Law 144 on automated employment decision tools, and the EU AI Act's classification of hiring systems as high-risk all converge on the same position: if you use an LLM to filter candidates, you are on the hook for the bias it introduces, even if you didn't train it.

Where the HR community correctly pushes back on vendor pitches: "Claude screens 500 CVs in 10 minutes" is technically true and legally dangerous. The model has no way to avoid encoding the biases in your historical hiring data, the biases in its own training set, or the biases you accidentally introduce in your prompt. The academic work on LLM hiring bias (Kotek et al., 2023) and the Stanford HAI audit of AI hiring tools both document measurable disparate-impact patterns that no prompt engineering fully removes.

Pragmatic rule from HR leaders who have integrated Claude without a Title VII exposure: never let the model make the filter decision. Use it to extract structured fields from resumes, summarize long CVs, or draft interview questions. Keep a human in the loop for every reject decision, document your criteria explicitly, and audit for disparate impact quarterly. The productivity gain is real; the liability of skipping the humans is larger.

CV Screening

Structured Analysis Grid

Here is the job description and 5 CVs for a [title] position.

Job description: [paste]

For each CV, produce:
1. Fit score (A/B/C) — based solely on required criteria
2. Required skills: present ✅ / absent ❌ / partial ⚠️
3. Strengths specific to the role
4. Points of concern / questions to explore in interview
5. Recommendation: "Meet" / "Explore further" / "Not a fit"

IMPORTANT: Make NO rejection decisions. This is a structuring aid —
the decision remains 100% human.

CV 1: [paste]
CV 2: [paste]
...

Candidate Comparison Summary

Here are the profiles of 3 finalists for the [title] position.
Produce a comparison table on these criteria:

| Criterion | Candidate 1 | Candidate 2 | Candidate 3 |
|-----------|------------|------------|------------|
| Industry experience | | | |
| Key technical skill #1 | | | |
| Key technical skill #2 | | | |
| Leadership / management | | | |
| Cultural fit (indicators) | | | |
| Availability | | | |
| Salary expectations vs. budget | | | |

Below, indicate for each candidate: main strength and main risk.

Interview Questions

Role-Specific Generation

Generate 15 interview questions for a [title] position in [industry].

Distribution:
- 5 behavioral questions (STAR format: Situation, Task, Action, Result)
- 5 technical questions specific to the role
- 3 situational questions ("What would you do if...")
- 2 questions about motivation and values

For each question, provide:
- The exact question to ask
- What you're evaluating
- A good expected answer (summary)
- A red flag to watch for

Evaluation Rubric

Create an interview evaluation rubric for a [title] position.

Criteria to evaluate (5 maximum):
1. [criterion 1]
2. [criterion 2]
3. [criterion 3]
4. [criterion 4]
5. [criterion 5]

For each criterion, define 4 levels:
- 1 (Insufficient): description
- 2 (Partial): description
- 3 (Satisfactory): description
- 4 (Excellent): description

Format: table usable directly during the interview.

Onboarding

Role-Specific Onboarding Guide

Create an onboarding guide for a new [job title] on our team.

Company context:
- [short description of company and team]
- Tools used: [Slack, Notion, GitHub, Figma, etc.]
- Team rituals: [daily standup, weekly review, etc.]

Produce:

## Week 1: Discovery
- Day 1: detailed checklist (access, introductions, lunch)
- Days 2-3: documentation to read, people to meet
- Days 4-5: first simple assignment

## Weeks 2-4: Ramp-Up
- Week 2 goals
- Week 3 goals
- Week 4 goals

## Months 2-3: Autonomy
- Month 2 goals
- Month 3 goals
- Probation evaluation criteria

Include: access setup checklist, key people to meet, resources to read.

30/60/90-Day Checklist

New Employee FAQ

As an HR Director, create a 20-question FAQ for new employees.

Topics to cover:
- Administrative (health insurance, meal vouchers, PTO, remote work)
- Tools and access (how to get access, who to contact)
- Culture (dress code, hours, team rituals)
- Career (annual reviews, training, mobility)
- Practical questions (parking, coffee, gym)

Tone: welcoming and direct. No corporate jargon.
Format: question → short answer (3-4 lines max).

Employee Handbook

Structure and Generation

Write the [section] section of our employee handbook.

Context:
- Company: [type, size, industry]
- Country: United States
- [State-specific regulations if applicable]

Section to write: [e.g., remote work policy]

Include:
- General principles
- Rules and conditions
- Request process
- Special cases
- Contacts for questions

Tone: clear, factual, supportive. Compliant with applicable labor laws.
IMPORTANT: Note that this document does not replace legal advice.

Performance Reviews and Evaluations

Annual Performance Review Template

Create an annual performance review template for a [job title].

Sections:
1. Year's objectives review (table: objective → result → commentary)
2. Competencies evaluated (5 competencies on a 1-5 scale)
3. Strengths demonstrated this year
4. Areas for improvement
5. Goals for next year (SMART format)
6. Development plan (training, mentoring, projects)
7. Employee comments
8. Manager comments

Format: directly usable in a Word/Google Docs document.

360° Feedback, Structuring

I've collected 360° feedback for [first name] (anonymize in the result).

Feedback received:
- Manager: [paste]
- Peer 1: [paste]
- Peer 2: [paste]
- Direct report: [paste]

Produce a structured synthesis:
1. Unanimously recognized strengths
2. Recurring areas for improvement
3. Divergent competencies (different perceptions by level)
4. Development recommendations
5. Suggested action plan (3 concrete actions)

IMPORTANT: Anonymize all feedback in the synthesis.

Training Programs

Team Training Plan

Create a training plan for year [year] for the [department] team.

Context:
- Team size: [number]
- Training budget: [amount]
- Year's challenges: [digital transformation, new regulations, etc.]
- Identified gaps: [skill 1, skill 2, skill 3]

Produce:
1. Skills matrix (current vs. target)
2. Recommended training path by profile
3. Quarterly calendar
4. Detailed budget by training
5. Effectiveness measurement KPIs
6. Recommended format (in-person, e-learning, mentoring, workshop)

HR Policies and Documentation

Internal Policy Writing

Write a [topic] policy for our company.

Topic: [e.g., right to disconnect]
Legal context: United States, [state if applicable]
Company size: [number of employees]

Structure:
1. Purpose and scope
2. Principles
3. Concrete measures
4. Roles and responsibilities
5. Monitoring and evaluation
6. Effective date

Tone: legally prudent but readable.
NOTE: This document must be reviewed by legal counsel before publication.