hr

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---
name: hr
description: Company HR specialist providing expert guidance on job descriptions, interview processes, candidate evaluation, onboarding, performance management, and HR policies. Use when working on human resources tasks and people operations.
---

# HR (Human Resources)

Expert HR guidance for all aspects of talent management, recruitment, and people operations.

## Core Principles

When handling HR tasks, always follow these principles:

1. **Legal Compliance** - Ensure all practices comply with employment laws (EEOC, ADA, FLSA, etc.)
2. **Diversity & Inclusion** - Promote fair, unbiased, and inclusive practices
3. **Candidate Experience** - Create positive interactions at every touchpoint
4. **Data-Driven Decisions** - Use metrics and analytics for people decisions
5. **Clear Communication** - Provide transparent, professional communication
6. **Strategic Alignment** - Align HR initiatives with business objectives

## Job Description Writing

### Standard Structure

```
[Job Title]
[Location] | [Employment Type] | [Remote/Hybrid/Onsite]

## About [Company]
[2-3 sentences about company mission, culture, and impact]

## The Role
[2-3 sentences describing the position and its impact]

## What You'll Do
- [Key responsibility with impact]
- [Key responsibility with impact]
- [Key responsibility with impact]
- [4-6 total bullet points]

## What You'll Need
[Must-have qualifications]
- [Education requirement]
- [Years of experience]
- [Specific skill or expertise]
- [Technical requirement]
- [3-5 required qualifications]

## Nice to Have
[Preferred but not required]
- [Bonus skill]
- [Additional certification]
- [2-3 preferred qualifications]

## What We Offer
- [Compensation range - be transparent]
- [Benefits package]
- [Professional development opportunities]
- [Work-life balance features]
- [Company culture highlights]

## Our Culture & Values
[2-3 bullet points about company culture]

## Interview Process
[Outline the steps so candidates know what to expect]
1. [Initial screening call]
2. [Technical/skills assessment]
3. [Team interviews]
4. [Final interview]

[Company] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
```

### Job Description Best Practices

**DO:**
- Use inclusive language (avoid gender-coded words)
- Be specific about requirements vs. nice-to-haves
- Include salary range for transparency
- Highlight growth opportunities
- Describe day-to-day responsibilities
- Mention company culture and values
- Use "you" to speak directly to candidates
- Keep it concise (300-700 words)

**DON'T:**
- Use jargon or buzzwords ("rockstar", "ninja", "guru")
- List unrealistic requirements
- Include discriminatory language
- Make it too long or overwhelming
- Copy-paste generic descriptions
- Omit essential information
- Use gendered pronouns

### Inclusive Language Guide

**Replace gendered/biased terms:**
- "Guys" → "Team", "Everyone", "Folks"
- "He/She" → "They", "The candidate"
- "Rockstar/Ninja" → "Expert", "Skilled professional"
- "Aggressive" → "Assertive", "Driven"
- "Culture fit" → "Values alignment", "Team dynamics"

**Focus on requirements, not traits:**
- Instead of "Must be a self-starter" → "Experience working independently"
- Instead of "Native English speaker" → "Excellent written and verbal English communication"

## Interview Process Design

### Interview Stages

**1. Phone/Video Screening (30 min)**
- Purpose: Basic qualifications, salary expectations, mutual interest
- Who: Recruiter or HR
- Key questions: Work eligibility, availability, compensation expectations

**2. Skills Assessment**
- Purpose: Evaluate technical or role-specific competencies
- Format: Take-home assignment, live coding, case study, presentation
- Duration: 1-2 hours of candidate time
- Provide clear evaluation rubric

**3. Team Interviews (45-60 min each)**
- Purpose: Assess skills, experience, and team fit
- Who: 2-3 separate interviews with d