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]

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.