HR teams get pitched a new AI tool every week. Most of the value, though, comes from a general assistant used well, plus AI features already built into the HR systems you pay for. The harder question is where AI should not be used at all.
The tools, by job
| Job | What works |
|---|---|
| Drafting (job ads, letters, policies) | A general assistant: ChatGPT, Claude, Gemini or Copilot |
| Answering staff policy questions | A policy agent or GPT built on your handbook |
| Interview scheduling and admin | AI features in your applicant tracking system |
| Review cycles | AI features in your performance platform, or an assistant for wording |
| People analytics | Your HRIS reporting, with an assistant to explain results |
Before buying anything new, check what your existing HRIS, ATS and Microsoft or Google licences already include.
Where to be careful
- Screening and ranking candidates. Automated decisions in hiring can carry legal and bias risk, and in some places specific rules apply. Get legal advice before using AI to score or filter people.
- Disciplinary and pay decisions. AI can help with wording; it should not make or recommend the decision.
- Employee personal data. Health, performance and personal details stay out of any tool not approved for them.
ChatGPT prompts for HR
1. Write a job ad for [role] from this description. Inclusive
language, no jargon, requirements split into essential and
nice-to-have, under 350 words. [description]
2. Draft a plain-English summary of this policy for the staff
intranet: five key points and who to contact. [policy]
3. Write structured interview questions for [role] assessing
[competencies], with what a strong answer would include.
4. Draft an offer letter from these terms. Mark anything that
needs legal review with [LEGAL]. [terms]
5. Turn these manager notes into balanced review wording.
Behaviour, not personality. Keep every fact. [notes]
6. Draft an announcement for [change]. Explain what changes,
why, when, and where to ask. Under 200 words.Set the rules first
HR often ends up owning the company AI policy, and it should cover HR's own use too. See our sample ChatGPT policy for employees and generative AI policy template.
Questions people ask
What is the best AI tool for HR?
For most teams, the general assistant your company already licenses, set up with your policies, plus AI features in your HR systems.
Can HR use ChatGPT to screen CVs?
This is high-risk territory legally and ethically. Take legal advice and keep a human making every decision.
Is ChatGPT safe for HR documents?
For templates and anonymised drafts in an approved tool, generally yes. Keep identifiable employee data out unless the tool is approved for it.
Where to take this next
For a bigger prompt set, grab the free 100 AI HR prompts. The House Rules gives every AI assistant in the company the same guardrails, which is usually where HR wants to start.
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