Free options first. Curated shortlists with why each tool wins and when not to use it. · 521 reads
Also includes a prompt pack (5 copy-paste prompts)
Holds context across all five steps of the workflow in a single session. Each step builds on the role details established in Step 1, producing a coherent and consistent set of HR documents.
When any step involves pasting personally identifiable candidate data. Check your data policy before using any public AI tool for Steps 2 or 4.
A strong free option for working through all five steps. Works well for HR teams using Google Workspace, since outputs can go directly into Google Docs.
When you need precise control over document formatting in Step 3 and Step 4. ChatGPT and Claude tend to follow detailed formatting prompts more precisely.
HR teams that manage their full workflow in Notion can use Notion AI at each stage to draft, refine, and store documents in the same place the team works.
If your HR team uses a dedicated HRIS, Notion adds a separate tool layer. Use it where the documents will live anyway.
| Tool | Pricing | Verified | Link |
|---|---|---|---|
| ChatGPT | Free plan available | Checked 1h ago | Try → |
| Google Gemini App | Free plan available | Checked 1h ago | Try → |
| Notion Wiki Pro | Pro | Checked 1h ago | Try → |
Copy and paste these prompts into your chosen tool to get started.
Fill in placeholders (optional):
Step 1. Define the role and write the job description: I need to hire a [job title] for [team or department]. Here are the key details: responsibilities: [list 3 to 5], required experience: [describe], tools used: [list], employment type: [full-time or part-time], location: [remote or office]. Write a complete job description with sections for About the Role, What You Will Do, What We Are Looking For, and What We Offer. Keep it under 600 words.
Step 2. Prepare for interviews: Based on the job description from Step 1, write a structured interview question set. Include two behavioral questions and two situational questions for each of these competencies: [list 3 competencies relevant to the role]. For each question, add a one-sentence note on what a strong answer would include.
Step 3. Plan the onboarding: The candidate from Step 2 has accepted the offer. They start on [date] in the [job title] role. Build their first-week plan. Include: a welcome email, a day-by-day schedule for week one, and a 30-60-90 day plan in table format. Make it specific to the [job title] role.
Step 4. Write the first performance review: It is now the 6-month mark for the new hire from Step 3. Here are the manager's observations: [list 3 to 5 specific performance notes, both positive and areas for development]. Write a 6-month check-in review covering: overall summary, strengths with examples, one development area framed constructively, and goals for the next 6 months.
Step 5. Reflect on the workflow: You have now used AI at four stages of the HR lifecycle: recruiting, interviewing, onboarding, and performance review. For each stage, answer: what did AI do well, where did you have to add the most judgment or context yourself, and where would you not use AI without careful review? Write your answers in 2 to 3 sentences per stage.
