Essential Frameworks
The Expertise Divide Framework
Understanding where AI fits in your HR work based on two key dimensions:
1. Codifiability of Knowledge:
Can the work be documented and transferred as explicit rules, or does it depend on tacit understanding, relationships, and context?
2. Context Variability:
How stable and predictable is the environment where this work happens?
📊 Explicit + Predictable
AI-Lead (Human Review)
Resume screening, job description drafting, interview scheduling
🎯 Explicit + Ambiguous
AI-Assist (Human Decides)
Interview questions, L&D personalization, policy interpretation
🤝 Tacit + Predictable
Human-Lead (AI for Admin)
Performance calibration, team dynamics, culture assessment
💡 Tacit + Ambiguous
Human-Lead (AI for Research)
Offer negotiation, sensitive ER cases, change leadership
Strategic Implications:
-
✓
Invest in automation where knowledge is explicit and context is stable
-
✓
Invest in human capability where knowledge is tacit and context is ambiguous
-
✓
Build AI assistants for the middle ground—where AI drafts, researches, or checks, but humans decide
This framework helps you make smart tradeoffs between automation investments and human capital investments. It's not about "AI vs. humans"—it's about optimizing the partnership.
AI Discernment Framework: The 4-Lens Test
Before assigning any task to an AI tool, evaluate it through these four lenses:
Stakes/Risk:
What's the downside if this goes wrong? (legal, DEI, brand, employee trust)
Data Quality:
Is there sufficient, representative, current data behind this decision?
Novelty/Context:
Is the task routine and well-bounded, or nuanced and context-heavy?
Feedback/Observability:
Can we easily measure outcomes and correct mistakes quickly?
Framework in Practice
Example 1: Resume Screening Task
Stakes/Risk:
Medium (legal compliance matters, but mistakes are detectable)
Data Quality:
High (clear job requirements, structured resume data)
Novelty/Context:
Low (routine, repeatable task)
Feedback/Observability:
High (can audit sample, measure pass rates)
Decision: AI-Lead with 10-15% Human Audit
Let AI screen all resumes, rank candidates, but have a human review a representative sample to catch errors and monitor for bias.
Example 2: Sensitive Employee Relations Case
Stakes/Risk:
Very High (legal exposure, employee trust, brand impact)
Data Quality:
Low (incomplete, subjective, context-dependent)
Novelty/Context:
Very High (unique situation, requires nuance)
Feedback/Observability:
Low (outcomes take time, hard to measure)
Decision: Human-Lead (AI for Research Only)
Human handles the case directly. AI can help research policy, draft communication templates, or summarize case law—but the human makes all decisions and owns the relationship.
Ready-to-Use Prompt Templates
Copy these proven prompts and customize them for your specific needs. Remember the 5-part structure: Role/Context → Task → Requirements → Format → Constraints.
🔍 Candidate Sourcing
You are an experienced technical recruiter specializing in [INDUSTRY/FIELD].
I need to source candidates for a [JOB TITLE] role at our [COMPANY SIZE/TYPE] company.
Requirements:
• 5+ years of experience in [SPECIFIC SKILLS]
• Experience with [TOOLS/TECHNOLOGIES]
• [LOCATION] or remote
• Strong track record of [KEY ACHIEVEMENTS]
Task: Generate a comprehensive candidate sourcing strategy that includes:
1. Top 5 job boards and platforms where these candidates are most active
2. 10 Boolean search strings optimized for LinkedIn Recruiter
3. 5 professional communities, conferences, or networking groups where I can find these candidates
4. Sample outreach message (under 150 words) that highlights our unique value proposition
Format: Present as organized sections with clear headers.
Constraints: Focus on passive candidate sourcing strategies, not just active job seekers. Prioritize quality over quantity.
Pro Tip: Replace bracketed items with your specifics. Add industry-specific details about your company culture or unique benefits to make outreach messages more compelling.
📊 Report Generation
You are an HR analytics specialist preparing an executive report for senior leadership.
Generate a comprehensive Q[X] HR Metrics Report based on the following data:
• Headcount: [NUMBER] employees (up/down [%] from last quarter)
• New hires: [NUMBER] ([DEPARTMENTS])
• Voluntary turnover: [%] ([NUMBER] employees)
• Time-to-fill average: [NUMBER] days
• Employee engagement score: [SCORE]/100
• Training hours per employee: [NUMBER]
• [ANY OTHER RELEVANT METRICS]
Requirements:
1. Executive summary (3-4 key takeaways, max 150 words)
2. Trend analysis comparing to previous quarter and same quarter last year
3. Key insights and patterns (what the data tells us)
4. 3-5 specific, actionable recommendations with expected impact
5. Risk areas requiring immediate attention
Format: Professional executive report with clear sections, bullet points for scannability, and data-driven insights.
Constraints: Focus on business impact and ROI. Avoid HR jargon. Keep recommendations specific and measurable. Highlight both wins and areas for improvement.
Pro Tip: Provide actual numbers for more accurate analysis. You can also add context like recent company changes, market conditions, or strategic initiatives to get more relevant recommendations.
📋 Policy Creation
You are an HR policy expert with expertise in employment law and best practices for [STATE/COUNTRY] regulations.
Create a comprehensive [POLICY NAME] policy for our [COMPANY SIZE]-person [INDUSTRY] company.
Context:
• Company stage: [Startup/Growth/Mature]
• Current challenge: [DESCRIBE THE ISSUE THIS POLICY ADDRESSES]
• Company culture: [BRIEF DESCRIPTION]
• Existing related policies: [LIST ANY RELEVANT POLICIES]
Requirements:
1. Policy statement (clear purpose and scope)
2. Who the policy applies to
3. Detailed procedures and guidelines
4. Manager and employee responsibilities
5. Exceptions or special circumstances
6. Consequences for non-compliance
7. Review and update schedule
Format: Professional policy document with numbered sections, clear headers, and easy-to-follow procedures.
Constraints:
• Must comply with [STATE/COUNTRY] employment laws
• Should be enforceable and measurable
• Written at 8th-grade reading level for accessibility
• Include a "spirit of the policy" section explaining the "why"
• Maximum 2 pages unless complexity requires more
Important: Flag any areas where we should consult legal counsel before implementation.
Pro Tip: Always have policies reviewed by legal counsel before implementing. Use this as a strong first draft that captures best practices and structure. Add specific examples relevant to your workplace.
⚖️ Disciplinary Actions
You are an experienced HR business partner guiding a manager through a performance or conduct issue.
Situation:
• Employee: [JOB TITLE, TENURE]
• Issue: [SPECIFIC BEHAVIOR OR PERFORMANCE PROBLEM]
• Previous discussions: [YES/NO, IF YES DESCRIBE BRIEFLY]
• Impact: [HOW THIS AFFECTS TEAM, WORK, CUSTOMERS]
• Company policy: [RELEVANT POLICY IF APPLICABLE]
Context:
• This employee has [POSITIVE CONTEXT IF ANY]
• Documentation we have: [WHAT'S BEEN RECORDED]
• What we want to achieve: [CORRECTION/IMPROVEMENT OR TERMINATION]
Task: Create a comprehensive action plan that includes:
1. Assessment of severity (verbal warning, written warning, PIP, or termination recommendation)
2. Documented conversation script for the manager (what to say, in what order)
3. Specific, measurable expectations for improvement with timeline
4. Support/resources we'll provide to help the employee succeed
5. Clear consequences if expectations aren't met
6. Follow-up schedule and checkpoints
Format: Step-by-step guide with example language and key phrases to use.
Constraints:
• Must be legally defensible and follow progressive discipline
• Focus on behavior and impact, not personality
• Provide dignity and respect while being direct
• Include documentation requirements at each step
• Flag if this situation warrants legal review before proceeding
Tone: Professional, firm but fair, focused on improvement while protecting the organization.
Pro Tip: Use this to prepare but always involve your HR team or legal counsel for sensitive situations. Document everything. Focus on specific observable behaviors and measurable outcomes, never assumptions about intent.
