Human Resource

I need to you to write two different emails of similar content to a candidate who is on our shortlist for a job. We are pausing hiring for the role but I want to keep them keen on our organisation because we might want to hire them in several weeks time. I want you to ask me about something that they were very good at during the interview process so far, so that you can include that in your responses.

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Write an email that will be sent to a small group of people in my organisation. I am a Recruiter and I need to ask the existing team members what they appreciate about the culture specific to the team. You should try and understand from these people what value they think is most practiced in their small team. You want to invite open and honest communication for the purposes of helping candidates understand if they would be a great fit for the role we are hiring for. The email should be precise and ask for specifics. You should also ask about what kind of competencies or behaviors would be a great addition to the team.

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I want you to write 3 different rejection emails to a candidate that has applied for a job with us. To get your information, I want you to ask me
1. what competencies we saw them strong in,
2. what we appreciated about their application, and
3. what we saw in the final candidates that we did not see during the process with them. You want the candidate to feel like you really saw their strengths. OK?

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I want you to create a document that I can use to interview someone in our organisation who is hiring for a new Sales Leader. I want to deeply understand what they are looking for in the role. I want to understand what the best people in their current team do to be high performers. I would like to know what high performers do differently to core performers. I want to use this information to ensure that we hire great candidates in to this team so that they can hit their targets this year. I also want the document to help understand the sales leaders coaching style and give them the opportunity to be very specific about their strengths as a manager and how they intend to support the new hire.

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I am hiring a bartender for my club in NYC. I want you to write a job description that appeals to the Myers-Briggs Type Indicator personality of ESFP. (People identified with ESFP personality type tend to do well in this role.) I also want you to list 15 interview questions that will help me verify that the candidate I interview has such traits. Include questions that would dissuade them from accepting the role because it goes against the ESFP personality type.

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We are thinking about expanding to do business in Spain. I would like you to pretend that you\’re a consultant that I have hired to help me understand the business environment in Spain. I want you to focus your recommendations on the implications for me as the head of HR. I am interested to know about labor laws in some detail. I don\’t understand local business etiquette and language expectations. I don\’t know anything about the public holidays and if they are same across the whole country. Please be detailed in your response.

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Can you write a brainstorming template that I can send to an employee where they can think about what roles they want in the future, what skills they have and what development they might be able to do on the job to help them advance their career. give them lots of space and prompt with detailed questions that will help them think through their career plan.

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I want you to pretend that you are a consultant to my organisation. We have hired you to identify how our stated values are similar to our peers in the banking industry. Can you review them and let me know where our values are most unique? Please refer to words and phrases in the document to illustrate your points.

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I want you to pretend you are a consultant that helps with organisational design. Specifically I want you to brainstorm 5 or more examples of consistent job-titling nomenclatures, so I can use them across our organisation of 2,000 people.

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Our organisation has a value for innovation, but so do a lot of our peers in the banking sector. I would like you to research how companies talk about innovation and how we might talk differently about innovation at our company. We want to stand out. I would like you to suggest 5 ways in which we might use different perspectives, words or examples in explaining how we are different.

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