AI prompts for healthcare HR

Write a job description for a [float medical assistant] at [organization], a [number]-location [specialty] practice in [city, state]. Include a summary, essential duties, required and preferred qualifications (certification: [CMA, RMA or CCMA]), schedule, physical requirements and pay range [range]. Must-haves first. Under 400 words. Avoid gendered language and degree requirements the job doesn't need.

Write a structured interview guide for a [front desk lead]. Give eight behavioral questions covering patient de-escalation, accuracy under time pressure, insurance verification, training others and confidentiality. For each, describe a strong, average and weak answer, with a 1 to 5 scoring rubric. Add a list of topics interviewers must not ask about under federal law.

Build a first-two-weeks onboarding checklist for a new [RN care manager] at [organization]. Organize it by day: paperwork, badge and system access requests ([EHR], phones, email), HIPAA and compliance training, shadowing, competency check-offs and a 30-day check-in. Add an owner column (HR, manager, IT or preceptor) and a due date column. Format it as a table I can paste into Excel.

Draft a PTO policy for [organization], with [number] employees in [state]. Accrual: [rate] per pay period for full-time staff, prorated for part-time, capped at [hours]. Include request lead times, blackout periods ([e.g., the two weeks before flu clinics]), how conflicting requests are decided, carryover, and payout at separation. Flag every section where [state] law may set a different rule so I can check it with counsel.

Attached are next month's staff schedule by role and day, our approved PTO list and our part-time and float availability. Our minimum staffing rules: [e.g., 2 MAs per provider session; 1 front desk per 2 providers]. Find every day and session that falls below minimum after PTO. Show role, gap size and who's off. Suggest who could cover from part-time and float staff without going over [40] hours a week.

Attached are holiday shift assignments for the last [3] years by employee. Count how many holidays each current employee worked, and which ones. Propose a [year] rotation for [holidays] that evens out the load, with nobody working the same major holiday two years in a row. Show each person's count before and after.

Attached is our separations report for [date range] with role, location, manager, hire date, separation date, voluntary or involuntary, and exit reason. Calculate turnover by role and location, and tenure at exit. Show the share who left within their first 90 days. Group exit reasons into themes. Which three role and location pairs lose the most people? No employee names in the output.

Attached are [number] exit interview responses from the last [12] months. Group comments into themes and count each one. Quote two representative comments per theme with identifying details removed. Separate comments about pay, schedule, manager, workload and growth. List any comment that suggests a policy or legal issue so I can follow up.

Attached are our current pay ranges by role and the [market survey name] data for [region]. For each role, compare our minimum, midpoint and maximum with the survey's 25th, 50th and 75th percentiles. Flag roles where our midpoint is below the survey's 50th percentile. Use only the attached survey data.

Draft an AI acceptable use section for our employee handbook. Cover: which AI tools are approved ([list tools]); that patient information goes only into tools with a signed BAA; what counts as patient information; using the minimum necessary data; no personal AI accounts for work; human review before anything goes to a patient; and how to report a mistake. Plain language, under two pages.

Attached is our staff training and license spreadsheet covering [BLS/CPR, HIPAA training, OSHA bloodborne pathogens, licenses, certifications]. List every item expired or expiring in the next [60] days, grouped by manager. Flag employees missing any item required for their role under this matrix: [paste matrix]. Draft a reminder message to each manager listing their team's items.

Using my notes below and the attached job description, draft a performance review for a [medical assistant] covering [review period]. Notes: [paste notes]. Organize it by the competencies in the job description. Use specific examples from my notes only. Include one strengths section and one growth section with two measurable goals. Neutral, specific language. Don't add anything my notes don't support.

Build a 12-month compliance training calendar for [organization] covering HIPAA privacy and security, OSHA bloodborne pathogens, hazard communication, fire safety, [harassment prevention, if your state requires it] and [others]. For each, list audience, format, length, month and owner. Spread the load so no month has more than [2] required trainings. Format it as a table.

Attached is our employee immunization tracker with flu, TB screening and [other required] status and dates. Our policy: [paste rules and deadline]. List employees out of compliance, grouped by manager. Count exemptions on file separately, and don't include exemption reasons in the output. Output names and compliance status only.

Write an all-staff memo announcing benefits open enrollment from [dates]. Summarize what's changing, using the attached broker summary. Explain how to enroll, the deadline, who to ask, and what happens if they do nothing. Under 300 words. Then write a three-sentence version for our Microsoft Teams channel.