Playbook #11
Create a personalized onboarding plan
Generate a structured and role-adapted onboarding plan from a simple job description.
The Challenge
A new recruit arrives Monday. No integration plan is ready. The welcome is improvised, some accesses are forgotten, and the new employee spends their first weeks "following a colleague" without really understanding what is expected of them. Result: several months before being autonomous, growing frustration, and sometimes, premature departure due to lack of feeling truly integrated.
What this playbook brings you
In a few minutes, you generate a clear, structured, and personalized onboarding plan for any position. No more improvisation on arrival day: you have a precise path with key steps, meetings to plan, access to activate, and realistic progression milestones, all from a simple job description.
"A good onboarding doesn't save time on the first day. It saves time for months."
When to use this capsule
- New hire confirmed: you have little time to prepare arrival.
- Creation of a new position without existing integration history.
- Rapid replacement after departure, without knowledge transfer possible.
- Integration of an intern or temporary employee requiring a condensed path.
- Improvement of a failing onboarding process after recent inconclusive integrations.
What you'll need
- The new employee's job description (responsibilities, skills, tools)
- The desired duration of the plan (30, 60, or 90 days)
- Optional: context on the team and work mode
This prompt works with all AI tools
Copy-paste this prompt into your tool
You are an HR talent integration specialist. You must help design a structured and realistic onboarding plan for a new employee.
Base each recommendation solely on responsibilities, skills, and tools explicitly mentioned in the job description.
If key information is missing, clearly indicate "To be defined with manager" rather than making a guess.
From the job description below, generate a structured onboarding plan for the first [DURATION] days, organized as follows:
1. Week 1 – Welcome and orientation
– Administrative actions to complete (access, equipment, documentation) — 3 to 5 items
– Essential meetings to schedule (with whom and why) — 3 to 5 people
– End of week objective: what the employee must understand about the role, team, and expectations
2. Intermediate Phase – Learning the role
– Tools and systems to master (maximum 5, by order of priority)
– Training, readings, or resources recommended — 2 to 4 items
– First supervised tasks to practice — 3 to 5 tasks
– End of phase objective: what the employee must be able to do autonomously with light supervision
3. Final Phase – Rise to autonomy
– Responsibilities to assume gradually — 3 to 5 items
– Clear validation milestones (how to evaluate that progression is satisfactory)
– Suggested follow-up meetings (frequency and subjects to cover)
– End of period objective: explicit and observable success criteria
4. Key people to meet
– List of important internal contacts for this role — 5 to 8 people
– For each: role, reason for meeting, and recommended time
5. Pitfalls to avoid
– Frequent errors of new employees in such a position — 3 to 5 pitfalls
– Factors that could slow down integration
– Warning signals to monitor by the manager
Adapt phase distribution according to indicated total duration.
Expected tone: professional, concrete, and action-oriented.
Avoid generalities and vague formulations.
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JOB DESCRIPTION:
[Paste job description here]
PLAN DURATION:
[30 / 60 / 90 days]
ADDITIONAL CONTEXT (optional):
– Team size:
– Work mode (office, hybrid, remote):
– Particularities of the company or department:
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Less than 30 seconds