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On Monday, I hosted a webinar about ChatGPT and HR.

I’m still catching up a bit from it because the response was insane.

At most, 1500 people watched simultaneously; many teams watched together, so the number of actual eyeballs is likely higher.

14000 unique people have watched 85% or more of the webinar now (!!), and I received 200+ emails about it, unlike when I sometimes post here - all (yes, all) have been positive.

I’m blown away.

But there’s one request, and that’s for an English version. And who am I to deny such a request?

It will be hosted on the 7th of June, and I can now say with a bit more certainty that if you are in HR, you’ll get value from watching it. It’s, of course, free, and all you need is a LinkedIn account. (No need to drop your email or anything like that!)

Sign up here and invite your friends! The more, the merrier.

Now let’s dive into today’s program.

Yes, this will be a prompt bonanza. You usually see ads for the one on Instagram where someone has put together “130 prompts for marketing,” and then you need to pay 40 bucks to buy it. You won’t need 40 bucks here; it’s free, but if you find this useful - share it! That’s the only payment I want, that you pay it forward.

In January, I wrote about using ChatGPT; I wasn’t first, but sure, I wasn’t last, either. Since then, GPT-4 has been rolled out, and ChatGPT is now even more impressive than before, but I won’t dwell on that here or talk about how AI will revolutionize our lives. No, this is just a long prompt library that you can use to get the results you want from ChatGPT.

These are all starting points, and the most important thing to remember (and also where most people go wrong) is that this is a chat, a conversation. Like you were talking to a friend that’s helping you out. If ChatGPT doesn’t deliver what you expected - say that to ChatGPT and clarify what you wanted ChatGPT to do! It’s not Google. You don’t need to “search again.”

For obvious reasons, we tend to be stuck in the “Google mindset”; that’s why googling is a verb, and we’re used to that. Long-term, this will be no issue; we will evolve these models quickly to a place where we talk to them and resonate with them just like we do while on the phone with a friend. If you have the ChatGPT mobile app, you can already do this.

The dialogue is also, in my experience, what matters. “Write me a job ad for X at company Y” will get you quite far if you give feedback back to ChatGPT.

I also like to use these as programs within the program; in ChatGPT, all your conversations are stored on the left-hand side, and I want to keep a library of the most common tasks and things I use ChatGPT for. It saves me time not to have to prompt ChatGPT over and over again, pop into my “EnglishGPT” module, and then refine my writing.

As always - do not share sensitive information with ChatGPT.

Always be mindful of this!

But enough of this; let’s get us going with some prompts!

These intention-driven prompts set ChatGPT up to work to your advantage and save you time. And as said, if you find it useful, bookmark it and share it on LinkedIn - that would greatly help others.

They are intended first to frame how I like ChatGPT to act (and there’s an ongoing debate if you need to do this or not, but I like to do it…), and then there are a couple of examples that I made up, have tried, or others have tried. Tweak them as you see fit and see them more as the inspiration of what you could use ChatGPT for vs. anything else.

Ready? Here we go.

Set the foundation:

You are RecruitmentGPT, please act as a recruitment expert, and you possess the essential skills a great recruiter has, including technical and interpersonal abilities and strategies for success in the recruitment process. If you have questions about my prompts or if I’m unclear, please ask me further questions and be mindful of giving unbiased answers and suggestions.

Prompt examples.

Develop a clear job description and requirements, including the responsibilities, qualifications, skills, and experience needed for <role> at <company>. Include <key criteria> and make it specific for <company>. Is there anything else you need to be able to create this?

Please help me choose the best strategy and channels for advertising the <role>, such as job boards, social media, forums, and similar sources.

Give me ten suggested pre-screening questions for the <role> that the candidate can answer when applying. These should be easy but still useful.

Create a template for the first interview with candidates for <role>. Ensure to include basic questions such as notice period, salary, and other similar questions. The interview should not take more than 30 minutes to conduct.

Create interview questions for <role>, present them in an easy and digestible way, and make the language natural and easy to read and say.

How can we enhance our interview process to assess candidates accurately and efficiently? Could you suggest effective questioning techniques or ways to structure our interview stages?

We are a company in the Z industry with X amount of employees. Currently, XX amount of our hires is referrals. How do we re-design and implement a successful employee referral program that would allow us to tap into the networks of our existing employees?

Can you assist us in creating a comprehensive onboarding process that allows new hires to acclimate to our organization quickly and improves employee retention? Do you need anything from me to create a good one?

Can you advise how to build and maintain a talent pool, ensuring we consistently supply potential candidates for future opportunities?

How can we develop a college recruitment strategy that effectively attracts promising graduates and interns? What insights can you offer into effective campus engagement and early talent programs? Create a slide deck about this to present to an HR Lead Team.

Can you advise us on implementing and using recruitment technology solutions such as Applicant Tracking Systems, AI-based screening tools, and recruitment marketing software? Help us create an RFP and slides to help us facilitate sessions with managers and recruiters to capture what we must have in these tools.

We are a company in the Z industry. How can we develop a compelling Employer Value Proposition (EVP) that accurately showcases the unique benefits and opportunities our organization offers to its employees? Create a workshop that helps us capture this.

How can we enhance the candidate experience throughout our recruitment process, promoting a positive perception of our organization regardless of the hiring outcome?

Can you create training for our interviewing team to ensure they are skilled in effective and unbiased candidate assessment? Create a one-hour session about this with complete training materials.

You are HRGenGPT, please act as an HR Generalist in <country>, and you possess the essential skills a world-class HR Generalist has, including both broad and deep knowledge about labor law, handling tricky situations and interpersonal abilities, as well as strategies for success in the overall HR field. If you have questions about my prompts or if I’m unclear in any way, please ask me further questions and be mindful of giving unbiased answers and suggestions.

Prompt examples.

I need to part ways with an employee in <country>; what questions should I ask when talking to a labor lawyer about this? What areas should I pay close attention to, and which common pitfalls are essential to avoid?

I’m about to have a difficult conversation with an employee that has a problem with <insert>. I expect the employee to be upset when hearing this. Can you give me two versions of a script I can use and provide general advice on how to go about having the conversation?

Could you help me understand our company's policy on remote work? How does it typically apply in a situation like this?

I'm unsure about the legal aspects of terminating an employee's contract. Could you explain what needs to be considered regarding labor laws and employee rights for country X?

One of my team members isn't meeting their performance targets. Could you guide me in creating an effective performance improvement plan? Keep it generic, and I’ll fill it out myself afterward.

What types of employee training programs should we consider for our organization to promote employee growth and retention?

How can we improve our diversity and inclusion in the workplace? Are there any specific strategies or practices we should adopt?

There’s a trust issue between a manager and an employee. How can we enhance employee relations to foster better communication and trust? Help me facilitate a session between them. What questions should I ask? How should I frame it?

Can you provide a general overview of employment law in our business? What are the key points we should be aware of?

What are the best practices to ensure safety in our workplace, particularly given our industry-specific hazards?

How should we approach succession planning to ensure a smooth transition when key team members move on or retire?

What are the key aspects we should understand about labor relations, collective bargaining, and dealing with unions in our industry?

You are TrainingGPT, please act as a Learning and Development, and you possess the essential skills a knowledgeable Learning and Development specialist has, including both broad and deep knowledge about how to create engaging training for both employees and managers, creating learning strategies and helping out with general learning and development questions. If you have questions about my prompts or if I’m unclear in any way, please ask me further questions and be mindful of giving unbiased answers and suggestions.

Prompt examples.

We’re thinking of establishing a more formal learning strategy in my organization. Could you guide me through the steps and considerations in designing a comprehensive and effective learning strategy?

We aim to develop our training materials but are unsure where to start. Could you assist in creating engaging and impactful training resources that cater to diverse learning styles?

We want to ensure our employees are set up for success in their roles. Can you help us identify and map out the critical competencies required for various roles in our organization and suggest ways to develop these competencies?

We're considering the use of external content in our training programs. Could you assist us in discovering, evaluating, and selecting relevant and high-quality educational content from various sources?

We're eager to measure the effectiveness of our L&D initiatives but aren't sure which metrics to use. Could you guide us in defining meaningful and actionable learning metrics and KPIs?

I suspect skill gaps in my organization, but I'm unsure how to identify them. Based on the results, can you perform a thorough training needs analysis and suggest targeted training interventions?

We're exploring different ways to deliver our training programs. Could you provide insights on the pros and cons of other training delivery methods, such as instructor-led, online, or blended learning?

We want to promote a culture where employees are continually learning and growing. What strategies and tactics would you suggest to foster a continuous learning culture within our organization?

We're concerned about low engagement levels in our current L&D programs. Could you propose innovative learner engagement strategies, such as gamification or social learning, to increase participation and completion rates?

We want to provide our employees with the right support as they perform their tasks. What effective performance support systems could you suggest, and how do we integrate these into our workflow?

We must ensure our employees understand and comply with relevant laws, regulations, and company policies. How should we develop and maintain effective compliance training programs to address this need?

We want to revamp our onboarding process to integrate new hires into the company better. Can you assist us in designing a thorough and engaging onboarding program that sets new employees up for success?

We want to continually improve our L&D programs based on feedback from our learners. Could you help us devise effective mechanisms for gathering and analyzing feedback and suggest using this data to refine our training programs?

You are CompGPT, please act as a Compensation and Benefits specialist, and you possess the essential skills of both a financial expert and a compensation and benefits specialist. This includes deep knowledge about both micro and macroeconomics, overarching finance lingo, and great insights on creating compensation and benefits processes that help engage employees and drive organizations' long-term success. You also have broad knowledge about creating career-level frameworks and can easily explain what makes a good career framework from a bad one. If you have questions about my prompts or if I’m unclear in any way, please ask me further questions and be mindful of unbiased answers and suggestions.

Prompt examples.

Help me create a compensation and benefits strategy for a Dutch company. We are 200 people, and we would like to pay people fairly and have a balanced approach to salary increases and compensation in general. Make it easy to understand.

How can we design an employee benefits plan that complements our compensation strategy and remains competitive in our industry? Could you review our existing benefits plan and suggest improvements to meet the needs of our workforce better?

Could you guide us in creating a career-level framework? How can we develop clear job descriptions, define career paths, and create competency models that drive employee engagement and provide clear progression paths?

Can you analyze our compensation data to ensure pay equity across the organization? How can we identify and address any pay discrepancies based on demographic factors like gender and race? (Do not share personal information; remember this data should be anonymous.)

We’re entering country X. What regulatory requirements should we know about compensation and benefits? Can you advise us on best practices and emerging trends in the field of compensation and benefits to keep our strategies up-to-date and effective?

How can we design a performance-based compensation system that motivates high performance and aligns with our business goals?

Can you help us create a total rewards strategy that encompasses not just compensation and benefits but also career development opportunities, work-life balance, and recognition?

How can we effectively benchmark our compensation and benefits packages against the market and our competitors?

Can you advise creating a communication strategy to convey our compensation and benefits policies to our employees effectively?

What are the key elements of an effective sales compensation plan, and how can we implement them in our organization?

What factors should we consider when designing an executive compensation package that aligns with our business strategy and complies with regulatory requirements?

How can we design an employee wellness program that complements our benefits package and supports employee health and well-being?

What options do we have for providing retirement benefits to our employees, and how can we select the most appropriate plan?

Can you guide us in establishing a job evaluation process to determine the relative value of jobs within our organization and inform our compensation strategy?

Phew! That’s a lot of examples. As said - bookmark it and use it as inspiration! They won’t replace your job, but I’m pretty sure they will help you.

Do you have any prompts to share with us?