Clarify a role brief
Separate essential responsibilities from vague attributes before generating content.
Their role. Their next step.
AI training for HR. Careful questions, better context.
Planned AI training for HR and recruiting practises the drafting and review work around people processes: clarifying a role brief, writing structured interview questions, summarising policy and preparing onboarding material. Employment decisions stay with authorised people, and every task is graded against a visible rubric.
Your team’s next chapter
Start with a useful first step.
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Six skills worth putting to work.
Draft interview questions
Build questions around observable work and the supplied role criteria.
Review inclusive wording
Look for assumptions and irrelevant criteria rather than treating the tool as an authority.
Summarise a policy
Keep links to the source and flag questions that need an HR or legal decision.
Draft onboarding material
Turn approved information into a checklist that a person can check.
Protect candidate information
Use fictional examples for practice and keep sensitive records out of unapproved tools.
An interview guide from a fictional role brief
A fictional customer operations role requires explaining a process, organising a handoff and escalating an unresolved issue. Use AI to draft six structured interview questions. Remove questions that introduce personal characteristics or criteria absent from the brief. Submit the revised guide and explain what evidence each question is intended to elicit. Do not rank candidates or make a hiring decision.
Role relevance
Each question connects to one supplied responsibility and asks about observable work.
Information boundaries
The task uses no real candidate records or sensitive personal details.
Human review
The learner explains removed assumptions and keeps employment decisions with authorised people.
01 / Their role. Their next step.
Can AI make our hiring decisions?
This learning path does not delegate employment decisions to an AI tool. The practice is about preparing and reviewing work, such as an interview guide. Your company's hiring process, applicable requirements and authorised human decision-makers remain responsible for real candidate outcomes.
There is a regulatory reason for care as well as an ethical one. The EU AI Act lists among high-risk uses in Annex III AI systems intended for recruitment or selection, in particular to place targeted job adverts, to analyse and filter applications and to evaluate candidates, and systems used to make decisions on promotion or termination or to monitor and evaluate workers. This is general information, not legal advice; take qualified advice for your jurisdiction.
02 / Their role. Their next step.
What should an HR team practise first?
Start with a role brief and an interview guide, because both are useful, easy to review and reveal the most common problem: generated content that adds criteria nobody chose. Ask a model for 'the ideal candidate' and it will often add attributes such as 'young and energetic', 'native English speaker' or 'culture fit' that are irrelevant, vague or potentially discriminatory.
The planned role path combines a 5-minute diagnostic with short explanations, worked examples and practical tasks. A recruiter who already uses AI for job adverts should start at a different point from an HR generalist who has not used it at all.
03 / Their role. Their next step.
What does an HR lesson look like?
Each planned lesson takes 10 to 15 minutes. Take policy summaries as an example. The explanation covers why summaries of policy can quietly change meaning, for instance turning 'may' into 'will' or dropping an exception.
The worked example uses a fictional leave policy that says carry-over of up to five days 'may be approved by the line manager'. A first AI summary for staff reads: 'You can carry over up to five days.' The reviewed version reads: 'You can ask your line manager to approve carry-over of up to five days,' links to the full policy and flags one question for the HR lead about what happens to unapproved days. The task asks the learner to summarise a different fictional policy and list every place the draft changed the meaning.
04 / Their role. Their next step.
What does the first month look like for an HR team?
A realistic first month is a few short lessons a week, with one team review using fictional or approved material only. The plan is a suggested rhythm, not a measured result.
Week 1: set up and diagnose
The manager selects the HR and Recruiting role and the team's AI tools, then invites the team. Everyone takes the diagnostic and a first lesson on turning a role brief into clear, observable responsibilities.
Week 2: interview questions and wording
Lessons on structured questions tied to the brief, and on removing assumptions and irrelevant criteria from generated drafts.
Week 3: policy and onboarding
Summarising policy without changing its meaning, and turning approved information into an onboarding checklist.
Week 4: information boundaries and a scenario
Practice on what must stay out of AI tools, then a scenario scored against a visible rubric. The manager reviews one AI-assisted document with each person.
05 / Their role. Their next step.
What will the HR lead see?
The planned dashboard shows who is active, completion, an average skill level and a per-person view across the HR skill map, plus a weekly digest and a reminder for inactive learners. It does not show raw chat logs.
That matters more in HR than in most teams, because practice work can touch sensitive subjects. The principle is visibility into learning, not surveillance of conversations. For real work, ask the learner to show the supplied material, the first draft and the final edit, and explain which assumption they removed.
06 / Their role. Their next step.
What do HR leads usually ask before buying?
Most questions concern sensitive data, legal risk and price.
We cannot put employee data into AI
You do not need to. Practice tasks use fictional roles, candidates and policies. Company document grounding, planned for the Growth plan, is optional and intended for documents such as an onboarding guide, not personnel records.
Is this compliance training?
No. It is practical AI skills training. It does not replace legal advice, employment law training or your organisation's data protection obligations.
What does it cost?
The planned Team plan is $19 per seat per month with a five-seat minimum, or $15 per seat per month billed yearly. Prices are a starting hypothesis; the pricing page has the detail.
Can HR roll this out to the whole company?
Yes, that is the intended use: HR or a manager selects roles for each team, and each person gets a path for their role. HR does not need to author content; custom course authoring is not included.
07 / Their role. Their next step.
When is this not the right training for an HR team?
If you need training on an applicant tracking system's AI features, or need to assess AI-driven hiring tools for bias, choose the vendor's training or a specialist adviser. If you need lessons in languages other than English, note that lessons are planned in English only at launch.
The product is pre-build. The six skills and the task below describe the intended role experience; they are not a record of completed customer training or validated assessment performance.
Before you decide
A few good questions.
What does this cost for an HR team?
The planned Team plan is $19 per seat per month with a five-seat minimum, or $15 per seat per month billed yearly. A 7-day free trial is planned with a card required and up to five seats. Pricing is a starting hypothesis; see the pricing page.
Will everyone need the same lesson?
No. The planned diagnostic and adaptive path adjust the starting point and difficulty, so a recruiter and an HR generalist in the same role can get different practice.
Do we need to share real employee or candidate information?
No. The tasks use fictional roles and candidates. Keep sensitive records out of unapproved tools and follow your company policy and the tool's terms.
Can AI screen CVs for us?
This training does not teach automated screening or ranking of candidates. Systems that filter applications or evaluate candidates are listed as high-risk in the EU AI Act, and decisions about candidates should stay with authorised people.
Does the HR path cover recruiting?
Yes. The planned preset role is HR and Recruiting, covering role briefs, interview questions, inclusive wording, policy summaries and onboarding material.
Keep exploring.
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Take a closer look ↗Writing an AI acceptable use policy
Take a closer look ↗AI training for accountants and finance teams
Take a closer look ↗A useful next step
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Explore the planned role-specific lessons, practical tasks and manager view.
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