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AI SKILLS FOR HR

Create a 30-60-90 Day Plan

Give every new hire a clear, realistic start.

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What it does

Create a 30-60-90 Day Plan is a free AI skill for hiring managers and HR partners. Give it the role, the start date and the outcomes you expect. It drafts an onboarding plan: a pre-boarding checklist, the first week, then priorities and check-ins for days 30, 60 and 90.

It works in Claude, ChatGPT, Microsoft Copilot and other AI Assistants.

You give it

The role and team, and the three to five outcomes you expect in the first months

The start date and working pattern (office, hybrid or remote; full or part time)
Optional: key people, a buddy, tools and training, their background, any adjustments asked for

You get

A pre-boarding checklist, with an owner and a date for each item

A day-by-day first week, with a first small task they can finish that week
For each period: priorities, outcomes, relationships and learning
Two-way check-ins, and a day-90 note on what the role really needed
Signs onboarding is on track, and early warning signs

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How it helps

It works like a 30-60-90 day plan template filled in from your notes, and asks you for anything missing.

Set-up comes first

The plan starts with what must be ready before day one, each item with an owner and a date. First-week meetings fill less than half of each day.

Each stage builds on the last

Periods are named by purpose (Learn, Contribute, Own). Early outcomes are about understanding, later ones about delivery, tied to your outcomes. Where you haven't said what good looks like, it writes [TBC] rather than inventing goals.

Support, not probation

Check-ins run weekly in month one, then fortnightly, with questions for both sides. The plan never rates the new hire.

Why we think it's useful

A new starter's first weeks go better when both sides have the same plan on paper. The day-90 note also feeds your next hiring brief, so what you learn about the role isn't lost.

BEFORE

What the user pasted

New HR Business Partner starting 3 Nov at Fernhill Logistics, supports our 2 warehouses (Leeds + Doncaster, ~300 people). D.W. comes from retail HR so knows ER but not logistics. Hybrid, 3 days in. I'm Sam, Head of People.

What I need by end of first months: owns ER cases for both sites, builds relationships with the two site managers (Kev in Leeds, Aisha in Doncaster), runs the absence review with the site managers, starts on the exit interview data, we lose too many pickers in the first 3 months.

Peak starts w/c 24 Nov (Black Friday volumes), lots of agency temps, sites get hectic.

AFTER

Part of the finished plan

New hire: D.W. · Manager: Sam (Head of People) · Buddy: Priya · Start date: 3 Nov · Working pattern: Hybrid, 3 days on site

First small task: Read the open ER case files and add a one-line status and next step for each case in the case tracker, then go through the list with Sam on Friday.

Days 1–30: Learn

Priorities: Understand both sites, the shift patterns and the open ER cases. Peak (w/c 24 Nov): before it, learn with Kev and Aisha how agency temps are briefed and which ER issues peak usually brings; during it, spend on-site days at the busier site [TBC: which] and log ER issues for Sam rather than own cases alone.

Outcomes by day 30: Has walked every shift at both sites at least once; can summarise each open ER case and its next step; has shadowed Sam on two case meetings.

Relationships: Kev and Aisha (site priorities), shift leads (day-to-day issues), payroll (absence and pay queries).

Learning: Warehouse roles and how pickers are rostered; company ER policies; the case tracker.

On track: Site managers bring issues to D.W. directly; cases move without Sam chasing; D.W. asks sharper questions about the data each week.

Worth a conversation: Time split heavily to one site; cases stalling on the same step; D.W. has not yet met shift leads by day 30.

New hire: D.W. · Manager: Sam (Head of People) · Buddy: Priya · Start date: 3 Nov · Working pattern: Hybrid, 3 days on site

First small task: Read the open ER case files and add a one-line status and next step for each case in the case tracker, then go through the list with Sam on Friday.

Days 1–30: Learn

Priorities: Understand both sites, the shift patterns and the open ER cases. Peak (w/c 24 Nov): before it, learn with Kev and Aisha how agency temps are briefed and which ER issues peak usually brings; during it, spend on-site days at the busier site [TBC: which] and log ER issues for Sam rather than own cases alone.

Outcomes by day 30: Has walked every shift at both sites at least once; can summarise each open ER case and its next step; has shadowed Sam on two case meetings.

Relationships: Kev and Aisha (site priorities), shift leads (day-to-day issues), payroll (absence and pay queries).

Learning: Warehouse roles and how pickers are rostered; company ER policies; the case tracker.

On track: Site managers bring issues to D.W. directly; cases move without Sam chasing; D.W. asks sharper questions about the data each week.

Worth a conversation: Time split heavily to one site; cases stalling on the same step; D.W. has not yet met shift leads by day 30.

New hire: D.W. · Manager: Sam (Head of People) · Buddy: Priya · Start date: 3 Nov · Working pattern: Hybrid, 3 days on site

First small task: Read the open ER case files and add a one-line status and next step for each case in the case tracker, then go through the list with Sam on Friday.

Days 1–30: Learn

Priorities: Understand both sites, the shift patterns and the open ER cases. Peak (w/c 24 Nov): before it, learn with Kev and Aisha how agency temps are briefed and which ER issues peak usually brings; during it, spend on-site days at the busier site [TBC: which] and log ER issues for Sam rather than own cases alone.

Outcomes by day 30: Has walked every shift at both sites at least once; can summarise each open ER case and its next step; has shadowed Sam on two case meetings.

Relationships: Kev and Aisha (site priorities), shift leads (day-to-day issues), payroll (absence and pay queries).

Learning: Warehouse roles and how pickers are rostered; company ER policies; the case tracker.

On track: Site managers bring issues to D.W. directly; cases move without Sam chasing; D.W. asks sharper questions about the data each week.

Worth a conversation: Time split heavily to one site; cases stalling on the same step; D.W. has not yet met shift leads by day 30.

Fictional company, role, candidate and people.

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Free to use and adapt. Provided as is: AI tools don't always follow instructions, so check every output.

Which AI do you use?

Closing the predictive-validity loop requires structured pre-hire data on every requisition. Assessment scores. Behavioral profiles. Hard-skills signals including AI fluency. Without that dataset, you cannot correlate pre-hire signals with post-hire QoH. You cannot tune the next cohort sharper than the last. The hiring system stays static. The score drifts.

Bryq builds the pre-hire dataset that makes the loop possible.

Claude

ChatGPT

Microsoft Copilot

Something else (Gemini, Mistral and others)

Before you use: use an AI your company has approved, share only what the task needs (initials or IDs work), and check every draft.

Better with Bryq

Already use Bryq? Add your assessment results.

Link your Bryq account to your AI assistant, and five skills can include your candidates' Bryq results. For example, your debrief shows them next to the interview notes, and your follow-up questions focus on where the two differ. The link only reads data; it never changes anything in Bryq. Results you bring into a chat are shared with your AI provider, like anything else you paste in. Every skill works fully without it.

How to link Bryq to your AI →

FAQ

Find answers to the most frequently asked questions

What must be ready before day one, a first week with a small task the new hire can finish, then the priorities, outcomes, key relationships and learning for each period. Add regular two-way check-ins and signs that onboarding is on track. This skill drafts each part from your notes and writes [TBC] where you haven't said what good looks like.

No. It is a support plan, so it doesn't rate the new hire, set pass/fail targets or link to probation decisions. If you need that, it points you to your company's probation process.

Yes. It uses 30, 60 and 90 days unless you ask for another cadence, such as 2-4-6 weeks for a short contract or six months for a senior role.

It asks before the start about adjustments to equipment, schedule or ways of working, so they're ready on day one. It records only what is set up, never the reason.