Recruiting and onboarding with human resources prompts

What the booklet of human resources prompts contains

• The common rules: no-entry instruction, in particular for employee and candidate data, and three verification levels.
• “Writing a job description”: mission, activities, skills, working conditions and reporting line, with no criterion unrelated to the position.
• “Preparing a job advertisement” based on the job description, with no discriminatory wording.
• “Preparing an interview grid”: skills assessed, questions, observable indicators and scale.
• “Designing an onboarding pathway”: steps, contacts designated by function, documents provided and checkpoints.
• Finally, “Preparing an internal training aid” and “Writing a staff information note”.

When to use the booklet

The booklet is used during recruitment, from the job description to the job advertisement and then the interview. It is also used to organise the onboarding of a new hire, structure a training session and inform teams. Moreover, the staff note flags the points that fall under the internal regulations or the Labour Code. It is aimed in particular at human resources managers, recruiters and managers.

Instructions for use

First, the selected template is copied into the AI assistant. Next, the items in square brackets, such as [title], [position] or [duration], receive generic information. No candidate or employee name appears in them. Then length and format are adapted to the target medium. Finally, a competent and authorised person validates the job description, the advertisement, the grid and the note before use.

Expected outcome

The human resources prompts thus deliver drafts: job description, advertisement, interview grid, onboarding pathway or note. The grid serves as a support; the recruitment decision remains with the assessor.

Key facts

Limitations

The booklet makes no decision concerning a person; the decision remains with the assessor. In addition, the no-entry instruction excludes the health, remuneration and appraisals of employees and candidates. Points falling under the internal regulations or the Labour Code must be checked against the wording in force.

Further reading: Information Systems & Digital Transformation; Law No. 09-08 on the protection of individuals with regard to the processing of personal data.