50+ Prompts for Human Resources
Over 50 ready-to-use AI prompts for HR professionals covering recruitment, onboarding, performance management, L&D, employee engagement, policy writing, DEIB, compensation, internal communications, and HR analytics. Each prompt works in conversational format with clarifying questions.
HR departments in Bulgarian companies operate under a chronic time deficit. A single HR specialist in a mid-sized company juggles recruitment, onboarding, performance reviews, internal surveys, and exit processes - tasks that each demand attention to detail and a solid understanding of context. The result is predictable: job postings are written from last year's template, interviews run on intuition, and internal survey analysis remains "for when we have time."
According to Gartner's 2025 global survey, 76% of HR leaders believe that if they fail to adopt AI solutions by 2028, their organizations will fall significantly behind. In Bulgaria, data from the Employer Branding Academy shows that the average time to fill a position exceeds 45 days, while turnover in key sectors such as IT, retail, and logistics reaches 25-30% annually. Automating routine HR tasks with language models is not the future - it is a practical tool available today.
In this article, you will find over 50 ready-to-use prompts covering every major HR process: from recruitment and onboarding, through engagement and performance management, to L&D, policy writing, DEIB, compensation, and internal communications. Each prompt works in a conversational format - the AI assistant asks clarifying questions before generating the result, so you get a maximally relevant response without having to describe everything at once.
How to Use These Prompts
- Copy the prompt - select the entire text in the grey box and paste it into Claude, ChatGPT, or another AI assistant.
- Answer the clarifying questions - the prompts are designed in a conversational format. The AI will ask you 4-6 questions before generating the result.
- Review and refine - the first response is rarely perfect. Follow up with clarifications or request changes to tone and structure.
- Test with real data - start with one position, one team, or one survey before scaling up.
How to Write Effective HR Prompts
Context is everything. The more specific you are about your company, industry, and team size, the more relevant the AI output becomes. A prompt that says "write a job posting" will produce generic results. A prompt that says "write a job posting for a mid-level accountant in a 50-person logistics company in Plovdiv" gives the AI the constraints it needs to produce something useful. Always include your industry, company size, and the Bulgarian labor market context when relevant.
Specify the output format. AI models respond well to structural instructions. If you need a bulleted list, say so. If you want a table with columns for competency, rating, and justification, describe that table. The prompts below include explicit format specifications - this is not optional decoration, it is what makes the output actionable instead of vague.
Iterate, don't restart. Your first prompt sets the direction; follow-up messages refine it. If the AI produces a performance review that is too formal, say "Make the tone more conversational and add specific examples from the achievements I listed." This iterative approach is faster than rewriting the entire prompt from scratch. The best HR professionals using AI treat it as a drafting partner, not a one-shot generator.
Never share personal employee data. Use anonymized or fictional names when testing prompts. Replace real salary figures with ranges. The prompts below are designed to work with role descriptions and aggregated data, not with identifiable personal information. This protects your employees and keeps your company compliant with GDPR and Bulgarian data protection law (ЗЗЛД).
Prompt Navigation
Pick a category to see its prompts, then click on the one you want to read.
Recruitment & Talent Acquisition
1. Creating a Job Posting
Generates a professional job posting adapted for the Bulgarian market - with clear structure, appropriate tone, and ready to publish.
Prompt
You are an expert in recruitment and employer branding.
Before you begin, ask me the following questions one at a time. Wait for my answer after each question:
1. What is the role and which department is it in? What is the employment type (full-time, part-time, freelance contract)?
2. Briefly describe the company - sector, team size, location.
3. What are the main responsibilities of this role (3-6 points)?
4. What are the mandatory requirements for candidates? Are there any nice-to-have requirements?
5. What do you offer as an employer - salary, benefits, development opportunities?
6. Where will the ad be published (jobs.bg, LinkedIn, other) and what tone do you prefer - more formal or more welcoming?
Once you have all the answers, create a professional, publish-ready job posting.
## Output format
A structured posting with the following sections:
- **About the company** (2-3 sentences)
- **Role description** (1-2 sentences)
- **Key responsibilities** (bulleted list)
- **Requirements** (mandatory and nice-to-have, separated)
- **What we offer** (bulleted list)
- **How to apply** (brief instructions)
Length: 300-400 words. The tone should match the employer's preference.
Respond in English.How to Adapt
- If publishing on jobs.bg, ask the AI to stay within the 4,000-character limit and include appropriate keywords for the platform's search engine.
- For IT positions, add a list of technologies (tech stack) - the AI will integrate them into the requirements section.
- For mass hiring (e.g., 10 waitstaff), adapt the tone to be more welcoming and emphasize flexible working hours.
- If you have an old posting for the same position, paste it into the prompt with the instruction "Improve this posting while preserving the key information."
What to Expect
A publish-ready job posting with structured sections, balanced tone, and specific benefits for the candidate. Typical generation time is 2-3 minutes (including answering the questions), compared to 30-45 minutes of manual writing.
2. Competency-Based Interview Questions
Generates a structured set of behavioral interview questions in STAR format, with evaluation indicators and red flags.
Prompt
You are an expert in recruitment and behavioral interviewing.
Before you begin, ask me the following questions one at a time. Wait for my answer after each question:
1. Which role are you preparing the interview for and what is the level (junior, mid, senior)?
2. Which are the most important competencies you want to assess (e.g., leadership, communication, teamwork, working under pressure)? Pick 3-4.
3. How many questions do you want in total, and is there team or project specificity we should reflect?
4. Will the interview be conducted in English, Bulgarian, or mixed?
Once you have all the answers, create a structured set of interview questions, grouped by competency, in STAR format (Situation, Task, Action, Result).
## Output format
For each competency:
- **Competency**: name
- **Questions** (3-4 per competency):
- Question text (behavioral, STAR format)
- **What to listen for**: 2-3 key indicators of a strong answer
- **Red flag**: what signals an unsuitable candidate
At the end, add a short tip on how to take notes during the interview.
Respond in English.How to Adapt
- For management positions, add competencies such as "strategic thinking," "conflict management," and "delegation."
- For junior positions, focus on "motivation to learn," "teamwork," and "communication" - avoid questions requiring years of experience.
- If interviewing in English, specify: "Questions should be in English, but the indicators and red flags in Bulgarian (for internal use)."
- Add team specifics - e.g., "The team works in Scrum sprints" or "The role requires direct client contact."
What to Expect
A set of 9-16 behavioral questions (3-4 per competency), each with clear evaluation indicators and warning signs. Plus a note-taking tip. Suitable for printing as a scoring sheet before the interview.
3. Candidate Screening Criteria
Creates a structured screening scorecard to evaluate CVs and applications consistently, reducing bias and saving time during the initial filtering stage.
You are an expert in recruitment and candidate screening.
Before you begin, ask me the following questions one at a time:
1. Which role is the screening for and what is the level (junior, mid, senior)?
2. What are the mandatory requirements (hard skills, education, years of experience)?
3. What are the nice-to-have qualities?
4. Approximately how many applications do you expect, and how many candidates need to reach the interview stage?
Once you have the answers, create a screening matrix with a scoring system.
## Output format
- **Evaluation criteria** — table with columns: Criterion | Weight (1-5) | How it is verified | Minimum threshold
- **Scoring scale** — 1 to 5 with a description of what each score means
- **Automatic disqualifiers** — 2-3 criteria that immediately remove a candidate
- **Notes template** — short table to fill in when reviewing each CV
Respond in English.Tip: Paste 2-3 sample CVs (anonymized) after the scorecard is generated and ask the AI to score them as a calibration exercise.
4. Offer Letter
Drafts a professional offer letter in Bulgarian that covers all essential terms while maintaining a welcoming tone that reinforces the employer brand.
You are an expert in Bulgarian labor law and employer branding.
Before you begin, ask me the following questions one at a time:
1. What is the role, the department, and the start date?
2. What is the contract type (employment contract under the Bulgarian Labor Code, civil contract) and is there a probation period?
3. What is the gross salary and what additional benefits are included (bonuses, supplementary health insurance, food vouchers, training)?
4. What is the work mode — on-site, hybrid, remote? Working hours?
5. By when must the candidate confirm the offer?
Once you have the answers, create a professional offer letter.
## Output format
- **Greeting and congratulations** — 2 sentences, warm tone
- **Role details** — title, department, direct manager, start date
- **Compensation and benefits** — clearly structured
- **Terms** — working hours, probation period, contract type
- **Next steps** — what the candidate needs to do and by when
- **Closing** — a motivating sentence about the upcoming collaboration
Length: 250-350 words. Tone — professional but welcoming.
Respond in English.Tip: Have your legal team review the template once, then reuse the approved structure for all future offers by pasting it back with "Use this approved format."
5. Constructive Rejection Letter
Creates a respectful, constructive rejection email that preserves the employer brand and leaves the door open for future opportunities.
You are an expert in recruitment and candidate communication.
Before you begin, ask me the following questions one at a time:
1. Which role did the person apply for?
2. How far did the candidate progress (CV screening, first interview, final interview)?
3. What is the main reason for the rejection (without personal information — e.g., "a stronger candidate with more sector experience")?
4. Do you want to keep in touch with the candidate for future opportunities?
Once you have the answers, create a courteous rejection letter.
## Output format
- **Thanks** — for the time and interest invested
- **Decision** — clear but tactful message
- **Constructive element** — 1-2 sentences with a general positive comment (no specific feedback unless requested)
- **Invitation for future opportunities** (if applicable)
- **Closing** — professional and warm
Length: 100-150 words. Tone — respectful, concise, human.
Respond in English.Tip: For candidates who reached the final interview stage, add "Include 2-3 specific pieces of constructive feedback about their interview performance."
6. Employer Brand & EVP Statement
Develops a clear Employee Value Proposition (EVP) statement that differentiates your company in the Bulgarian labor market and can be used across all recruitment channels.
You are an expert in employer branding and Employee Value Proposition (EVP).
Before you begin, ask me the following questions one at a time:
1. What sector does the company operate in and how many employees does it have?
2. What sets you apart as an employer — what do employees say they value most?
3. Who are your main competitors for talent (other companies people come from or move to)?
4. Which roles do you hire for most often, and what is the ideal candidate profile?
5. Do you have existing employer brand materials (careers page, videos, Glassdoor reviews)?
Once you have the answers, create an EVP framework and communication messages.
## Output format
- **EVP Statement** — 2-3 sentences, the core value proposition
- **4 EVP pillars** — each with a brief description (e.g., Development, Culture, Compensation, Impact)
- **Key messages** — one sentence per pillar, suitable for job ads and the careers page
- **Tone of voice** — 3-4 adjectives that define the communication
- **Sample "About us" paragraph** — 80-100 words, ready for a careers page
Respond in English.Tip: Run an internal survey first asking employees "Why do you stay?" and paste the top 10 responses into the prompt for a data-driven EVP.
7. Job Ad A/B Variants
Generates two distinct versions of a job ad for the same position — one formal, one conversational — so you can A/B test which attracts more qualified applicants.
You are an expert in job ad copywriting and recruitment A/B testing.
Before you begin, ask me the following questions one at a time:
1. What is the role, the department, and the employment type?
2. What are the top 3-5 responsibilities and the mandatory requirements?
3. What do you offer as an employer (salary, benefits, culture)?
4. Where will the two variants be published (jobs.bg, LinkedIn, careers page)?
Once you have the answers, create two distinct variants of the job ad.
## Output format
**Variant A — Formal**
- Classic structure, professional tone, suitable for corporate roles
**Variant B — Conversational**
- Direct address to the candidate, more dynamic tone, suitable for startups and younger teams
For each variant: 250-350 words, same substance, different style.
At the end — a short table showing which variant suits which platform and audience.
Respond in English.Tip: Publish both variants simultaneously on different platforms and track which generates more qualified applications over 2 weeks.
8. Reference Check Questions
Prepares a structured set of reference check questions tailored to the specific role, with scoring guidance and red-flag indicators.
You are an expert in recruitment and reference checks.
Before you begin, ask me the following questions one at a time:
1. Which role is the candidate for and what is the level (junior, mid, senior, manager)?
2. Which key competencies do you want to verify (e.g., leadership, reliability, technical skills)?
3. Are there specific concerns from the interview you want to investigate?
4. Is the reference from a direct manager, peer, or HR?
Once you have the answers, create a structured reference check questionnaire.
## Output format
- **Introduction** — 2 sentences on how to open the conversation with the referee
- **Core questions** (8-10) — grouped by: work performance, teamwork, areas for improvement, reason for leaving
- **For each question**: what to listen for and what counts as a red flag
- **Closing question** — "Would you hire this person again?"
- **Notes template** — short table to fill in
Respond in English.Tip: Always ask open-ended questions — "How would you describe..." rather than "Was the candidate good at..." to get more honest responses.
Onboarding & Integration
9. New Employee Onboarding Plan
Creates a detailed onboarding plan for a new employee covering the first 90 days - with checklists, meetings, and key milestones by period.
Prompt
You are an expert in employee onboarding and organizational development.
Before you begin, ask me the following questions one at a time. Wait for my answer after each question:
1. What is the role and which department is it in? How many people are on the team?
2. What systems, tools, or software will the new employee use?
3. Will there be an assigned mentor or buddy? How is the workplace organized - fully on-site, hybrid, or remote?
4. How long is the probation period and are there specific expectations for the first months?
5. What administrative steps need to be completed (documents, access, equipment, occupational health & safety induction)?
Once you have all the answers, create a detailed onboarding plan structured by period.
## Output format
The plan should include the following sections:
1. **Before day 1** - pre-boarding checklist (documents, access, equipment)
2. **First week** - day-by-day program (meetings, training, team introductions)
3. **Days 8-30** - week-by-week goals and tasks
4. **Days 31-60** - independent tasks and mid-point feedback
5. **Days 61-90** - progress review and planning next steps
Each section should be in checklist format with checkboxes. Include specific meetings with key people and the first independent tasks.
Respond in English.How to Adapt
- For remote positions, add: "The employee works 100% remotely. Include virtual meetings, online communication tools, and a plan for the first in-person office visit."
- For hybrid setups, specify which days are in-office and when key face-to-face meetings should be scheduled.
- If you don't have a formal buddy program, ask the AI to suggest how to start one with minimal resources.
- Add specific systems - e.g., "We use SAP, Slack, and Jira" - to get concrete access and training steps.
What to Expect
A 90-day plan with checklists for each period, specific meetings (with whom and why), a list of administrative steps, and clear goals for each phase. Ready to adapt and share with the team manager and the new employee.
10. Welcome Email for New Hires
Drafts a warm, informative welcome email that the new employee receives before their first day, covering logistics and setting expectations.
You are an expert in onboarding and internal communications.
Before you begin, ask me the following questions one at a time:
1. What is the new employee's name and what is their role?
2. When is the first day and what is the work mode (office, hybrid, remote)?
3. What do they need to know about the first day — where to go, who to ask for, what to bring?
4. What documents or access will they receive before or on the first day?
5. Who is the buddy/mentor or direct manager who will welcome them?
Once you have the answers, create a welcome email.
## Output format
- **Subject line** — short, warm
- **Greeting** — personal address with expressed enthusiasm
- **Practical information** — date, time, address, who to ask for
- **What to expect on day 1** — 3-4 points
- **Useful links** (if any — handbook, careers page, Slack)
- **Closing** — motivating and welcoming
Length: 150-200 words. Tone — warm, enthusiastic, yet professional.
Respond in English.Tip: Send the welcome email 3-5 business days before the start date. Include a photo of the team or office to build anticipation.
11. First-Week Orientation Schedule
Creates a detailed hour-by-hour orientation schedule for the new employee's first five days, including meetings, training sessions, and social integration moments.
You are an expert in onboarding and organizational development.
Before you begin, ask me the following questions one at a time:
1. What is the role and which department is it in? On-site, hybrid, or remote?
2. Which key people should the new employee meet during the first week (direct manager, HR, IT, team colleagues)?
3. What training or inductions are mandatory (occupational health & safety, internal systems, processes)?
4. What does a standard workday look like (start, end, lunch break)?
Once you have the answers, create a daily schedule for the first work week.
## Output format
A table for each day (Monday–Friday):
- **Time** | **Activity** | **With whom** | **Purpose**
- Include: induction, team introductions, system training, first independent task, Friday feedback
- Add 1-2 informal moments (team lunch, coffee with buddy)
Respond in English.Tip: Block the first-week calendar in advance so key people know they have reserved time for the new hire.
12. Buddy/Mentor Briefing Document
Prepares a concise briefing document for the assigned buddy or mentor, clarifying their role, responsibilities, and conversation topics for the first 30 days.
You are an expert in mentoring programs and onboarding new employees.
Before you begin, ask me the following questions one at a time:
1. What is the new employee's role and what experience do they have?
2. Who is the assigned buddy/mentor and what is their role on the team?
3. How much time per week can the buddy dedicate to the new colleague?
4. What are the most common challenges for new people on this team?
Once you have the answers, create a briefing for the buddy/mentor.
## Output format
- **Buddy's role** — what is expected and what is NOT expected (not an evaluator)
- **Conversation topics** — 3 topics for each of the first 4 weeks
- **Meeting frequency** — suggested schedule
- **Checklist** — 8-10 items the buddy should cover in 30 days
- **Escalation** — when and to whom the new colleague should be redirected if issues arise
Respond in English.Tip: Pair the new hire with someone outside their direct reporting line — buddies are more effective when there is no power dynamic.
13. Onboarding Feedback Survey
Designs a short survey to collect feedback from new employees about their onboarding experience at the 30-day and 90-day marks.
You are an expert in employee engagement and onboarding processes.
Before you begin, ask me the following questions one at a time:
1. How many employees do you onboard on average per month?
2. Do you have a formal onboarding process or is it unstructured?
3. What are the most common complaints from new employees (if you know)?
4. At which stage do you want to collect feedback — 30 days, 90 days, or both?
Once you have the answers, create an onboarding feedback survey.
## Output format
- **Rating scale questions (1-5)** — 8-10 questions covering: clarity of expectations, team support, training quality, access to resources
- **Open-ended questions** — 3-4 questions: "What would you change?", "What pleasantly surprised you?"
- **eNPS question** — "How likely are you to recommend the company as an employer to a friend?"
- **Anonymity** — note that responses are anonymous
Respond in English.Tip: Use a platform like kazva.bg to collect responses via QR code — new hires can scan and respond in 2 minutes from their phone.
14. Remote Onboarding Adaptation
Adapts a standard onboarding plan for fully remote employees, addressing virtual introductions, async communication norms, and equipment delivery.
You are an expert in remote work and onboarding for virtual teams.
Before you begin, ask me the following questions one at a time:
1. What is the role and which time zone will the new employee work in?
2. What communication tools do you use (Slack, Teams, Zoom, other)?
3. How is equipment delivered — courier, office pickup, or BYOD?
4. Do you have an existing onboarding plan we can adapt for remote?
5. Is a first office visit planned, and when?
Once you have the answers, create an adapted remote onboarding plan.
## Output format
- **Pre-boarding (before day 1)** — equipment delivery, access setup, welcome package
- **Day 1 virtual** — hour-by-hour program with video meetings
- **Week 1** — virtual introductions, "coffee chats", async rituals
- **Communication protocol** — when to use chat vs. video vs. email
- **Social integration** — 5 ideas for virtual team building
- **Manager checklist** — 8 items to verify remote readiness
Respond in English.Tip: Schedule a "virtual lunch" on Day 1 where the team eats together on camera — it replaces the informal office kitchen conversations that remote hires miss.
Employee Engagement & Culture
15. Employee Satisfaction Survey Analysis
Analyzes open-ended responses from an internal satisfaction survey - extracts themes, sentiment, and prioritized recommendations for management.
Prompt
You are an expert in employee engagement and organizational psychology.
Before you begin, ask me the following questions one at a time. Wait for my answer after each question:
1. What is the survey question (or questions) employees answered?
2. How many respondents do you have out of how many total? What is the survey period?
3. Paste the anonymized employee responses (you can copy them directly).
4. Is there specific context I should know - recent company changes, a new policy, organizational restructuring?
Once you have all the answers, perform an in-depth analysis of the responses and prepare a report suitable for presentation to leadership.
## Output format
1. **TOP 5 recurring themes** - with mention counts and short descriptions
2. **Sentiment distribution** - positive / neutral / negative (in percentages)
3. **Representative quotes** - 2 per top theme
4. **Prioritized action recommendations**:
- Quick wins (solvable within 1 month)
- Mid-term (1-3 months)
- Long-term (strategic changes)
5. **Summary** - 3-4 sentences suitable for an executive summary
Respond in English.How to Adapt
- If the survey also contains quantitative ratings (e.g., a 1-5 scale), include them before the open-ended responses - the AI will integrate them into the analysis.
- For surveys with more than 100 responses, split the data into batches of 30-50 and then request a summary across all batches.
- Add context about recent changes - e.g., "Two months ago we replaced the department head" - for more accurate interpretation of results.
- If you want a comparison with a previous survey, include both datasets with time period labels.
What to Expect
A structured report with the top 5 themes, percentage sentiment breakdown, representative quotes, and three tiers of recommendations (quick wins, medium-term, long-term). Suitable for direct presentation to the management team or board of directors.
16. Engagement Pulse Survey Design
Creates a short pulse survey (5-8 questions) that can be sent monthly or quarterly to track employee engagement trends over time.
You are an expert in employee engagement and survey design.
Before you begin, ask me the following questions one at a time:
1. How many employees does the company have, and how often do you want to run the pulse survey (monthly, quarterly)?
2. What are the main engagement challenges right now (if you know)?
3. Are there topics you definitely want to cover (e.g., leadership, work-life balance, development)?
4. How will the survey be distributed — email, QR code, internal platform?
Once you have the answers, create a pulse survey with tracking metrics.
## Output format
- **Likert scale questions (1-5)** — 5-6 questions covering the key engagement drivers
- **1 open-ended question** — "What is one thing we could improve?"
- **eNPS question** — standard wording
- **Administration instructions** — anonymity, frequency, how results will be communicated
- **Dashboard template** — table for tracking results month by month
Respond in English.Tip: Keep pulse surveys under 3 minutes to complete. Anything longer drops response rates below 60%.
17. Employee Recognition Program
Designs a structured recognition program with categories, nomination criteria, and reward tiers that fits your company culture and budget.
You are an expert in employee motivation and recognition programs.
Before you begin, ask me the following questions one at a time:
1. How many employees does the company have, and what is the sector?
2. Do you have an existing recognition program, or are you starting from scratch?
3. What budget can you allocate (monthly or annual)?
4. What values or behaviors do you want to encourage (e.g., innovation, teamwork, customer focus)?
5. How do you communicate internally — email, Slack, all-hands?
Once you have the answers, create an employee recognition program.
## Output format
- **Program name** — memorable, aligned with the culture
- **Recognition categories** — 4-5 categories with description and nomination criteria
- **Award tiers** — 3 levels (everyday recognition, monthly, annual) with specific rewards
- **Nomination process** — who can nominate, how, how often
- **Communication plan** — how to launch and promote the program
- **Success metrics** — 3-4 KPIs to measure impact
Respond in English.Tip: Start small — a monthly "shout-out" channel in Slack costs nothing and builds the habit of recognition before you invest in formal rewards.
18. Team Building Activity Plan
Plans a team building event tailored to your team size, budget, location, and specific goals (trust, communication, or just fun).
You are an expert in team dynamics and organizing team-building events.
Before you begin, ask me the following questions one at a time:
1. How many people are on the team, and what is the age range and physical diversity?
2. What is the goal — improving communication, integrating new people, simply having fun, or something else?
3. What is the budget, and do you prefer an indoor or outdoor activity?
4. Which city/region will it be held in, and is there a seasonal preference?
5. Are there people with limitations (physical, dietary) we need to accommodate?
Once you have the answers, propose 3 different team-building options.
## Output format
For each option:
- **Name and format** — short description
- **Program** — hour by hour
- **Resources required** — venue, materials, facilitator
- **Estimated budget** — per person
- **Why it works** — 1-2 sentences on the expected effect
At the end — a comparison table for the three options by: cost, engagement, logistical complexity.
Respond in English.Tip: Avoid mandatory "fun" — give the team a choice between 2-3 options and let them vote. Autonomy increases engagement.
19. Culture Values Workshop Facilitator Guide
Creates a facilitator guide for a workshop where teams define or refresh their core values, complete with exercises, discussion questions, and output templates.
You are an expert in organizational culture and workshop facilitation.
Before you begin, ask me the following questions one at a time:
1. Does the company already have defined values, or are you creating them for the first time?
2. How many participants will be in the workshop, and what is the mix of levels (management, specialists)?
3. How much time do you have — 2 hours, half a day, full day?
4. Is there a specific occasion — rebranding, merger, new CEO, growth?
Once you have the answers, create a facilitator's guide.
## Output format
- **Agenda** — hour by hour with description of each session
- **Exercise 1** — "When were you proud to work here?" (storytelling)
- **Exercise 2** — "What behavior would we never tolerate?" (inverse approach)
- **Exercise 3** — Grouping and voting on top values
- **Output template** — format for documenting the final values with description and example behavior
- **Facilitator tips** — 5 practical tips for managing the discussion
Respond in English.Tip: Include frontline employees, not just management. Values defined only by leadership rarely resonate across the organization.
20. Employee Wellbeing Check-in Template
Creates a structured 1-on-1 check-in template focused on employee wellbeing, work-life balance, and early detection of burnout signals.
You are an expert in employee wellbeing and burnout prevention.
Before you begin, ask me the following questions one at a time:
1. What type of team is it — office, remote, shift-based, hybrid?
2. Are there recent changes putting strain on people (reorganization, peak season, layoffs)?
3. Who will run the check-in — the direct manager, HR, or an external coach?
4. How much time is allotted for each conversation (15, 30, 45 minutes)?
Once you have the answers, create a wellbeing check-in template.
## Output format
- **Introduction** — how to start the conversation (2-3 sentences to set the tone)
- **Wellbeing questions** — 6-8 open-ended questions covering: workload, balance, support, motivation
- **Warning indicators** — 5 burnout signals the manager should recognize
- **Escalation** — when and how to refer to HR or EAP (Employee Assistance Program)
- **Notes template** — short form for documenting (without personal medical information)
Respond in English.Tip: Schedule wellbeing check-ins as separate meetings, not as add-ons to performance reviews. Mixing the two undermines psychological safety.
Performance Management
21. Performance Review Template and Feedback
Generates a completed performance review template with balanced feedback, quantitative ratings, and a development plan with SMART goals.
Prompt
You are an expert in performance management and talent development.
Before you begin, ask me the following questions one at a time. Wait for my answer after each question:
1. What is the employee's role and how long have they been with the company? What is the review period?
2. What are the employee's key achievements during the period (3-5 points)?
3. Which areas need improvement (2-3 points)?
4. What rating scale do you use (e.g., 1-5), and are there specific categories you evaluate (e.g., work quality, initiative, teamwork)?
5. What tone do you prefer - more formal or more motivating? Is there a specific next step you are considering (promotion, training, bonus)?
Once you have all the answers, create a completed performance review form with constructive, balanced feedback.
## Output format
1. **Review form** - ratings by category with a short justification for each
2. **Performance summary** - 2-3 paragraphs, constructive tone, balanced between achievements and growth areas
3. **Development plan** - 3 concrete SMART goals for the next period (specific, measurable, achievable, relevant, time-bound)
4. **Recommendation for next step** - reasoned recommendation (promotion, bonus, training, or other)
Respond in English.How to Adapt
- If your company uses a specific evaluation framework (e.g., OKR, KPI matrix), mention it - the AI will structure the form accordingly.
- For 360-degree feedback, add: "Include sections for self-assessment, manager evaluation, peer evaluation, and direct report evaluation."
- If the tone should be more motivational (e.g., for a junior employee), specify: "Focus 70% on achievements and potential, 30% on areas for growth."
- For mass reviews (entire team), prepare aggregated data and request a comparative analysis across employees.
What to Expect
A completed performance review form with ratings and justifications by category, a narrative summary, three SMART goals, and a substantiated recommendation for the next step. Ready for the manager to review and discuss with the employee.
22. OKR and Goal Setting
Helps managers and employees define clear Objectives and Key Results (OKRs) for the upcoming quarter or year, aligned with team and company goals.
You are an expert in performance management and OKR methodology.
Before you begin, ask me the following questions one at a time:
1. What is the employee's role, and what are the team/company goals for the period?
2. What is the OKR period — quarterly or annual?
3. What are the employee's main priorities for this period (3-4)?
4. Are there quantitative metrics already being tracked (KPIs, targets)?
Once you have the answers, create an OKR document.
## Output format
- **3 Objectives** — ambitious but achievable, linked to team goals
- For each Objective — **3 Key Results** with a specific metric and target value
- **Alignment map** — how each Objective connects to the team/company goal
- **Milestones** — monthly check-in points for tracking
- **Risks** — 2-3 potential obstacles and how to address them
Respond in English.Tip: A good Key Result answers "How will we know we achieved the Objective?" If you cannot measure it, it is a task, not a Key Result.
23. Mid-Year Check-in Conversation Guide
Prepares a structured conversation guide for mid-year performance check-ins, focusing on progress, blockers, and course corrections rather than formal ratings.
You are an expert in performance management and coaching conversations.
Before you begin, ask me the following questions one at a time:
1. What is the employee's role and what were the goals set at the start of the year?
2. What is the current progress on the goals — which are on track and which are lagging?
3. Are there new priorities or team changes affecting the plan?
4. What is the conversation tone — formal or coaching style?
Once you have the answers, create a guide for the mid-year check-in.
## Output format
- **Preparation** — what the manager should review before the meeting
- **Conversation structure** (45 min): Opening → Goal review → What's working → What's blocking → Adjustments → Next steps
- **Questions for each section** — 2-3 open-ended questions
- **Documentation template** — table: Goal | Status | Adjustment | Deadline
- **Tone** — constructive, solution-oriented
Respond in English.Tip: Ask the employee to do a self-assessment before the meeting — it makes the conversation more productive and two-sided.
24. Performance Improvement Plan (PIP)
Creates a fair, documented Performance Improvement Plan with clear expectations, support measures, and a defined timeline — compliant with Bulgarian labor law principles.
You are an expert in performance management and Bulgarian labor law.
Before you begin, ask me the following questions one at a time:
1. What is the employee's role, and how long have they worked at the company?
2. What are the specific performance problems (2-4 areas)?
3. What measures have already been taken (verbal conversations, training, warnings)?
4. What improvement period is reasonable (30, 60, 90 days)?
5. What resources can you provide for support (mentor, training, reduced workload)?
Once you have the answers, create a PIP document.
## Output format
- **Plan purpose** — 2 sentences, constructive tone
- **Areas for improvement** — for each: problem description, expected behavior, how it will be measured
- **Company support** — specific measures
- **Timeline** — week-by-week milestones with check-in meetings
- **Expected outcomes** — what success means and what happens if expectations are not met
- **Signatures** — fields for employee, manager, HR
The tone should be constructive and supportive of improvement, not punitive.
Respond in English.Tip: Always consult your legal counsel before issuing a PIP. In Bulgaria, documented performance issues are relevant under чл. 328, ал. 1, т. 5 от Кодекса на труда.
25. Continuous Feedback Template
Creates ready-to-use feedback templates for managers to give timely, specific, and actionable feedback in day-to-day situations.
You are an expert in feedback and manager coaching.
Before you begin, ask me the following questions one at a time:
1. What types of situations will the templates be used for — positive feedback, corrective, or both?
2. What is the communication style at the company — more direct or more diplomatic?
3. How is feedback usually delivered — verbally, in writing, in 1-on-1 meetings?
Once you have the answers, create a set of feedback templates.
## Output format
- **SBI model** — explanation (Situation, Behavior, Impact)
- **5 positive feedback templates** — for different situations (completed project, helping a colleague, initiative, learning from a mistake, client work)
- **5 corrective feedback templates** — for: missed deadline, quality, communication, teamwork, attitude
- Each template: concrete example + SBI wording + open-ended question for dialogue
- **"Before you give feedback" checklist** — 5 points
Respond in English.Tip: Give feedback within 48 hours of the event. Delayed feedback loses context and impact.
26. Promotion Justification
Builds a structured business case for promoting an employee, with evidence-based arguments that help managers present the case to leadership.
You are an expert in talent management and career development.
Before you begin, ask me the following questions one at a time:
1. What is the employee's current role and which role are you proposing for them?
2. How long have they been at the company, and what are their key achievements over the last 12 months?
3. How do they perform compared to peers at the same level?
4. What new responsibilities are they already taking on (if any)?
5. What is the budget context — is there an approved budget for promotions?
Once you have the answers, create a promotion justification.
## Output format
- **Executive summary** — 3-4 sentences, key message
- **Evidence of readiness** — table: Criterion for the new role | How the employee meets it | Concrete example
- **Business case** — what the company gains from the promotion (retention, development, team motivation)
- **Risks of NOT promoting** — 2-3 scenarios (departure, demotivation)
- **Proposal** — new title, salary (range), effective date
Respond in English.Tip: Include peer feedback quotes (anonymized) — they carry more weight with senior leadership than manager assertions alone.
Offboarding & Retention
27. Exit Interview Analysis
Analyzes exit interview data - identifies systemic reasons for turnover, at-risk profiles, and a concrete action plan for employee retention.
Prompt
You are an expert in employee retention and organizational analysis.
Before you begin, ask me the following questions one at a time. Wait for my answer after each question:
1. How many exit interviews do you have, and over what period? What is the total headcount of the company?
2. What sector does the company operate in, and which departments are most affected by turnover?
3. Paste the summary notes or quotes from the exit interviews (anonymized).
4. Are there retention measures already in place I should know about? Is there a budget for new initiatives?
Once you have all the answers, perform an in-depth analysis of the reasons for leaving and prepare a report with concrete recommendations.
## Output format
1. **TOP 5 reasons for leaving** - with frequency and concrete examples
2. **Risk profiles** - which type of employee is most likely to leave (by tenure, role, department)
3. **Action plan** - 5-7 concrete measures, prioritized as:
- Quick wins (low effort, high impact)
- Mid-term initiatives
- Strategic changes
4. **Comparative analysis** - how turnover compares with sector averages
5. **Executive summary** - 1 paragraph with the key takeaways and the 3 most important actions
Respond in English.How to Adapt
- If you have quantitative data (e.g., eNPS score, category ratings), include it before the text notes.
- For larger companies (500+ employees), group exit interviews by department and time period - the AI will identify whether issues are localized or systemic.
- Add information about measures already taken - e.g., "Last year we raised salaries by 10%, but turnover did not decrease" - to avoid repeating ineffective recommendations.
- If you have data on competing offers (why people leave and where they go), share it for a more accurate comparative analysis.
What to Expect
A report with the top 5 reasons for leaving, at-risk profiles, a prioritized action plan (quick wins, medium-term, strategic), sector benchmarking, and an executive summary. Suitable for presenting to leadership with concrete data and recommendations.
28. Retention Risk Assessment
Identifies employees at risk of leaving by analyzing available signals and creates a proactive retention plan with targeted interventions.
You are an expert in talent retention and predictive HR analytics.
Before you begin, ask me the following questions one at a time:
1. How many employees are in the team/department, and what is the current turnover rate?
2. What data do you have — survey results, attendance, performance, tenure?
3. Which roles are critical and hard to replace?
4. What retention resources are available (salary budget, training, flexible work)?
Once you have the answers, create a retention risk assessment.
## Output format
- **Risk matrix** — table: Risk factor | Weight | Indicators | Affected groups
- **Top 5 risk profiles** — description of the typical employee likely to leave
- **Early warning system** — 8-10 signals managers should monitor
- **Interventions** — for each risk profile: specific measure, owner, deadline
- **ROI calculation** — cost of replacement vs. cost of retention for a key role
Respond in English.Tip: The cost of replacing an employee in Bulgaria is typically 6-9 months of their salary when you include recruitment, onboarding, and lost productivity.
29. Stay Interview Questions
Creates a set of stay interview questions designed to understand why top performers remain and what might cause them to consider leaving.
You are an expert in employee retention and stay interviews.
Before you begin, ask me the following questions one at a time:
1. What type of employees will the stay interviews be conducted with (high performers, key roles, everyone)?
2. Who will run them — the direct manager or HR?
3. Are there specific concerns — recently departed colleagues, competing offers, changes?
4. How long is each interview (20, 30, 45 min)?
Once you have the answers, create a stay interview guide.
## Output format
- **When to conduct it** — optimal timing and frequency
- **Questions** (10-12) — covering: motivation, frustrations, career ambitions, team dynamics, what would make them leave
- **For each question** — what to listen for in the answer
- **Follow-up actions** — how to document and take action
- **Mistakes to avoid** — 5 common mistakes in stay interviews
Respond in English.Tip: Stay interviews work best when conducted by the direct manager, not HR. The message is "I care enough to ask" — but only if you act on what you hear.
30. Knowledge Transfer Plan
Creates a structured knowledge transfer plan for departing employees to ensure critical know-how is captured and handed over before their last day.
You are an expert in knowledge management and organizational continuity.
Before you begin, ask me the following questions one at a time:
1. What is the role of the departing employee and how long have they been with the company?
2. What critical knowledge and processes does only this person know?
3. Who will take over the responsibilities — already designated successor or still being identified?
4. How many working days remain until the last day?
5. Is there existing documentation of the processes (wiki, SOPs, manuals)?
Once you have the answers, create a knowledge transfer plan.
## Output format
- **Knowledge inventory** — table: Knowledge/Process | Criticality (high/medium/low) | Documented? | Who takes over?
- **Schedule** — week-by-week handover plan
- **Transfer methods** — when to use shadowing, documentation, or training
- **Documentation template** — step-by-step format for each process
- **Last-day checklist** — 10 items for the final review
Respond in English.Tip: Start the knowledge transfer on day 1 of the notice period, not in the last week. Two weeks is rarely enough for critical roles.
31. Offboarding Checklist
Generates a comprehensive offboarding checklist covering IT access, company property, final payments, and administrative tasks specific to Bulgarian labor law.
You are an expert in HR administration and offboarding processes in Bulgaria.
Before you begin, ask me the following questions one at a time:
1. What is the departing employee's role, and what is the reason for leaving (voluntary, mutual agreement, layoff)?
2. What contract type do they have — employment contract under the Bulgarian Labor Code or civil contract?
3. What company equipment and access do they hold (laptop, access card, company car, software licenses)?
4. Is there accrued unused leave or bonuses to be paid out?
Once you have the answers, create an offboarding checklist.
## Output format
- **Administrative steps** — termination order, social-security forms (УП-2, УП-3), employment record book (трудова книжка), certificates
- **IT and access** — deactivation checklist (email, VPN, software, badge)
- **Financial** — final salary, severance, unused leave, bonuses
- **Company property** — what must be returned, by when
- **Knowledge transfer** — status of task handover
- **Exit interview** — scheduled, with whom
- **Communication** — who informs the team and how
Each section — a checklist with checkboxes.
Respond in English.Tip: In Bulgaria, the employer must return the трудова книжка on the last working day (чл. 350 КТ). Late return can lead to обезщетение claims.
32. Alumni Engagement Program
Designs a lightweight alumni program to maintain relationships with former employees, turning them into brand ambassadors, referral sources, or future boomerang hires.
You are an expert in employer branding and alumni programs.
Before you begin, ask me the following questions one at a time:
1. How many employees leave on average per year, and what is the sector?
2. Do you have an existing connection with former employees (LinkedIn group, email list)?
3. What budget and resources can you dedicate to an alumni program?
4. What are the goals — rehiring, referrals, brand ambassadors, or all of them?
Once you have the answers, create an alumni program.
## Output format
- **Concept** — 3-4 sentences, vision for the program
- **Connection channels** — LinkedIn group, newsletter, annual event
- **Content** — what you share with alumni (open positions, news, event invitations)
- **Referral program** — bonus structure for referrals from former employees
- **Annual calendar** — 4-6 touchpoints throughout the year
- **Metrics** — how you measure success (rehire rate, referral quality, engagement)
Respond in English.Tip: A LinkedIn group for former employees costs nothing to create and maintain. Post company news there monthly — 20% of boomerang hires come through alumni networks.
Learning & Development
33. Training Needs Assessment
Conducts a structured training needs analysis by identifying skill gaps between current capabilities and business requirements.
You are an expert in Learning & Development (L&D) and training needs analysis.
Before you begin, ask me the following questions one at a time:
1. Which department/team is the analysis for, and how many people does it cover?
2. What are the business goals for the next 6-12 months that require new skills?
3. What training has been delivered over the past year, and how was it rated?
4. Do you have data from performance reviews that points to recurring gaps?
5. What is the annual training budget?
Once you have the answers, create a Training Needs Assessment report.
## Output format
- **Skills matrix** — table: Skill | Current level | Target level | Gap | Priority
- **Top 5 training needs** — ordered by business impact
- **Recommended formats** — for each need: in-house training, external course, mentoring, on-the-job
- **Budget framework** — estimated cost for each training
- **Timeline** — Q1-Q4 implementation plan
- **ROI expectations** — how you will measure the impact of the trainings
Respond in English.Tip: Cross-reference with exit interview data — if people leave citing "no development," your training needs assessment should address their top skill requests.
34. Individual Development Plan (IDP)
Creates a personalized development plan for an employee, combining short-term skill building with long-term career aspirations.
You are an expert in career development and Individual Development Plans.
Before you begin, ask me the following questions one at a time:
1. What is the employee's current role and what are their career aspirations?
2. What are their strengths, and which areas need development (from the latest review)?
3. What period does the plan cover — 6 months, 1 year?
4. What resources are available — training budget, mentoring program, internal mobility?
Once you have the answers, create an Individual Development Plan.
## Output format
- **Career vision** — 2-3 sentences about the long-term goal
- **3 development areas** — for each: goal, concrete actions, resources, deadline, success metric
- **70-20-10 model** — distribution: 70% on-the-job, 20% learning from others, 10% formal training
- **Check-in points** — monthly check-ins with the manager
- **Signature section** — employee and manager
Respond in English.Tip: The 70-20-10 model is not about budget allocation — it is about how adults actually learn. Prioritize stretch assignments over classroom training.
35. Workshop or Training Session Outline
Designs a complete training session or workshop outline with learning objectives, activities, materials list, and evaluation method.
You are an expert in adult learning and instructional design.
Before you begin, ask me the following questions one at a time:
1. What is the topic of the training and what is the target outcome?
2. Who are the participants — roles, experience level, number?
3. How much time is allotted (2 hours, half day, full day)?
4. Format — in-person, online, or hybrid?
5. Are there existing materials, or do they need to be created from scratch?
Once you have the answers, create a detailed training plan.
## Output format
- **Learning objectives** — 3-4 specific, measurable objectives (using Bloom's taxonomy)
- **Agenda** — hour by hour with activities, methods, and materials
- **Activities** — at least 2 interactive exercises with instructions
- **Materials** — list of required resources (presentation, handouts, software)
- **Effectiveness assessment** — pre- and post-test or feedback questionnaire
- **Follow-up** — what happens after the training (assignment, practice, check-in)
Respond in English.Tip: Adults retain 10% of what they hear, 20% of what they see, and 90% of what they do. Design activities, not lectures.
36. Skills Gap Analysis
Maps current team competencies against future requirements to identify critical gaps and prioritize upskilling investments.
You are an expert in workforce planning and competency analysis.
Before you begin, ask me the following questions one at a time:
1. Which team/department is the analysis for, and what is the main business process?
2. What are the team's current key competencies?
3. What new technologies, processes, or market changes are coming in the next 12-18 months?
4. Do you have data from performance reviews or self-assessments?
Once you have the answers, create a skills gap analysis.
## Output format
- **Competency matrix** — table: Competency | Current level (1-5) | Required level | Gap | Number of affected employees
- **Critical gaps** — top 3 with the biggest business impact
- **Upskilling vs. Hiring** — for each gap: is it more effective to train or to hire
- **Action plan** — concrete steps to close each gap
- **Budget estimate** — approximate costs
Respond in English.Tip: Include future skills that AI and automation will require in your industry — the gap analysis should look 2-3 years ahead, not just at today's needs.
37. Mentoring Program Design
Designs a structured internal mentoring program with matching criteria, session guides, and success metrics.
You are an expert in mentoring programs and talent development.
Before you begin, ask me the following questions one at a time:
1. What is the program's goal — onboarding integration, high-potential development, career transition?
2. How many mentors and mentees are you planning, and what are their roles?
3. What is the planned period — 3, 6, or 12 months?
4. Have you run a mentoring program before, and what were the results?
Once you have the answers, design the mentoring program.
## Output format
- **Goals and scope** — who it's for, what it achieves
- **Selection criteria** — for mentors and mentees
- **Matching process** — how pairs are matched (interests, skills, personality)
- **Session structure** — frequency, duration, sample agenda for the first 3 meetings
- **Mentor training** — 5 topics to cover before launch
- **Success metrics** — 4-5 KPIs (satisfaction, retention, development)
- **Mentoring journal template** — format for documenting sessions
Respond in English.Tip: Let mentees choose from 3 mentor options instead of assigning them. Choice increases commitment and reduces early dropouts by 40%.
38. Learning Path for New Managers
Creates a structured 90-day learning path for employees transitioning into their first management role, covering the key skills they need to develop.
You are an expert in leadership development and training for new managers.
Before you begin, ask me the following questions one at a time:
1. What is the new manager's role, and how many people will they manage?
2. Do they have prior management experience, or is this their first time?
3. What are the main challenges of the team they are taking over?
4. What resources are available — internal coach, training budget, senior-management mentor?
Once you have the answers, create a 90-day learning path for the new manager.
## Output format
- **Weeks 1-2: Foundations** — delegation, 1-on-1s, prioritization
- **Weeks 3-4: Communication** — feedback, difficult conversations, team meetings
- **Month 2: Performance management** — goal-setting, motivation, coaching
- **Month 3: Strategic thinking** — planning, decision-making, managing up
- For each topic: **resource** (book/course/video), **practical exercise**, **assessment milestone**
- **"Am I ready?" checklist** — 10 self-assessment questions after 90 days
Respond in English.Tip: Pair every new manager with an experienced manager-mentor for the first 6 months. The transition from individual contributor to manager is the hardest career shift.
HR Policy & Compliance
39. Employee Handbook Section
Drafts a specific section of an employee handbook in clear, accessible language, adapted for Bulgarian labor law and company specifics.
You are an expert in HR policy and Bulgarian labor law.
Before you begin, ask me the following questions one at a time:
1. Which handbook section do you want to create (e.g., working hours, disciplinary procedure, leave, confidentiality)?
2. What is the company's sector and how many employees does it have?
3. Are there specific company rules that must be included?
4. What tone do you prefer — formal/legal or accessible/conversational?
Once you have the answers, create the handbook section.
## Output format
- **Section title**
- **Purpose** — 1-2 sentences explaining why this policy exists
- **Scope** — who it applies to
- **Rules and procedures** — clear, numbered points
- **Responsibilities** — for the employee and the manager
- **References** — applicable articles of the Bulgarian Labor Code
- **Last updated date** — placeholder
The language should be clear and accessible, free of unnecessary legal jargon but legally correct.
Respond in English.Tip: Always have the final version reviewed by a labor law specialist. AI provides an excellent first draft, but Bulgarian labor law has nuances that require expert validation.
40. Remote and Hybrid Work Policy
Creates a clear remote/hybrid work policy covering eligibility, expectations, equipment, and performance measurement for distributed teams.
You are an expert in remote work and HR policy in Bulgaria.
Before you begin, ask me the following questions one at a time:
1. What model are you applying — fully remote, hybrid (how many office days), or flexible choice?
2. Which roles can work remotely and which cannot?
3. How is equipment provided — company-issued or BYOD? Do you have a home-office budget?
4. What are the working-hour expectations — fixed or flexible? Are there core hours?
5. How do you measure performance for remote work?
Once you have the answers, create a remote/hybrid work policy.
## Output format
- **Purpose and scope** — who it applies to, effective date
- **Eligibility** — which roles and under what conditions
- **Working hours and availability** — core hours, reporting, communication rules
- **Equipment and expenses** — what the company provides, what is the employee's responsibility
- **Health and safety** — Bulgarian occupational health & safety requirements for the home workplace
- **Information security** — VPN, passwords, public networks
- **Performance evaluation** — by results, not by presence
- **Termination of remote arrangement** — under what circumstances
Reference: Articles 107з-107и of the Bulgarian Labor Code (special conditions for remote work).
Respond in English.Tip: Bulgarian law (чл. 107з КТ) requires a written agreement for remote work. Your policy should reference this and specify the документ that formalizes the arrangement.
41. Code of Conduct Update
Drafts or updates a company code of conduct covering ethics, professional behavior, conflicts of interest, and disciplinary procedures.
You are an expert in corporate ethics and HR policy.
Before you begin, ask me the following questions one at a time:
1. Do you have an existing Code of Conduct to update, or are you starting from scratch?
2. What is the sector — are there specific regulatory requirements (finance, healthcare, IT)?
3. Which topics are priorities (conflict of interest, bribery, harassment, social media, AI use)?
4. What tone — strict and legal, or more accessible and values-oriented?
Once you have the answers, create or update the Code of Conduct.
## Output format
- **Leadership message** — 1 paragraph
- **Core principles** — 5-7 principles with brief descriptions
- **Specific rules** — for each priority topic: what is acceptable and what is not
- **Reporting procedure** — how to report a violation, anonymity, whistleblower protection
- **Disciplinary consequences** — brief description of the procedure
- **Acknowledgement** — signature form for the employee
Respond in English.Tip: Include a section on AI usage — employees need clarity on what company data they can and cannot share with AI tools like ChatGPT.
42. Leave Policy Clarification Guide
Creates a clear, employee-friendly guide explaining all types of leave available under Bulgarian labor law and company policy.
You are an expert in Bulgarian labor law and HR administration.
Before you begin, ask me the following questions one at a time:
1. What is the minimum paid annual leave the company offers (the statutory minimum in Bulgaria is 20 days)?
2. Do you offer additional days above the statutory minimum (for tenure, specific roles)?
3. What are the rules for requesting leave — how far in advance, who approves?
4. Are there specific company policies — leave bans during peak season, mandatory use by year-end?
Once you have the answers, create the leave guide.
## Output format
- **Types of leave** — table: Type | Days | Conditions | Legal basis (article of the Bulgarian Labor Code)
Include: paid annual, unpaid, sick leave, maternity/paternity, study leave, donor leave, bereavement
- **How to request** — step-by-step procedure
- **Frequently asked questions** — 5-6 FAQs with answers
- **Contact** — who to reach out to with questions
Tone — accessible, informative, free of legal jargon.
Respond in English.Tip: Distribute this guide as part of onboarding. New hires rarely read the full handbook, but a 2-page leave guide gets 100% readership.
43. GDPR Employee Data Privacy Notice
Drafts a GDPR-compliant data privacy notice for employees, explaining what personal data is collected, why, and how it is processed.
You are an expert in personal data protection and GDPR/Bulgarian Personal Data Protection Act (ЗЗЛД) in the context of employment.
Before you begin, ask me the following questions one at a time:
1. What personal data do you collect from employees (personal information, health data, biometric, GPS tracking)?
2. For what purposes do you process the data (payroll, access control, video surveillance, email monitoring)?
3. Do you use external processors (payroll provider, cloud services, HR software)?
4. Is there an appointed Data Protection Officer (DPO)?
Once you have the answers, create a privacy notice for employees.
## Output format
- **Data controller** — company contact details
- **Data categories** — what is collected
- **Purposes and legal basis** — for each category: why and on what legal basis (Article 6 GDPR)
- **Retention period** — how long and why
- **Recipients** — with whom the data is shared
- **Employee rights** — access, rectification, erasure, objection, portability
- **Contact for exercising rights** — DPO or HR
Tone — clear and accessible, yet legally correct.
Respond in English.Tip: This document should be signed by every employee upon hiring. Update it annually or whenever you introduce new data processing activities (e.g., a new HR system).
Diversity, Equity, Inclusion & Belonging
44. Inclusive Job Description Audit
Audits an existing job description for exclusionary language, gendered terms, and unnecessary requirements that may deter diverse candidates.
You are an expert in inclusive recruitment and language analysis of job ads.
Before you begin, ask me the following questions one at a time:
1. Paste the text of the ad you want audited.
2. What sector and role is the ad for?
3. Are there specific candidate groups you want to attract (women in STEM, people with disabilities, 50+)?
Once you have the answers, audit the ad for inclusive language.
## Output format
- **Problematic phrases** — table: Original phrase | Issue | Suggested alternative
- **Unnecessary requirements** — requirements that could be "nice-to-have" instead of "mandatory"
- **Accessibility** — check for clarity, length, and readability
- **Improved version** — the full revised ad text with the changes applied
- **Inclusion score** — rating from 1 to 10 with justification
Respond in English.Tip: Research shows that women apply only when they meet 100% of requirements, while men apply at 60%. Convert "nice-to-have" requirements from mandatory to desired.
45. Diversity Metrics Report
Creates a structured diversity metrics report that tracks representation across the employee lifecycle, from hiring to promotion to exit.
You are an expert in Diversity & Inclusion (D&I) and HR analytics.
Before you begin, ask me the following questions one at a time:
1. What diversity data do you currently collect (gender, age, disability, ethnicity — within legal limits)?
2. What is the total headcount and how is it distributed across levels (management, specialists, operational staff)?
3. What are the company's D&I goals (if any)?
4. Who is the report for — the board, the HR team, or the whole company?
Once you have the answers, create the structure of a diversity metrics report.
## Output format
- **Dashboard summary** — key numbers on 1 page
- **Representation** — distribution across levels and departments (tables)
- **Pipeline metrics** — distribution along the recruitment funnel (applicants → shortlist → offer → hires)
- **Retention and promotions** — distribution in promotions and departures
- **Pay equity** — indicators of pay gaps (if data is available)
- **Trends** — comparison with the previous period
- **Recommendations** — 3-5 concrete actions
Respond in English.Tip: In Bulgaria, collecting ethnicity data requires explicit GDPR consent. Focus on gender, age brackets, and disability data, which are legally simpler to track.
46. Bias-Free Interview Rubric
Creates a standardized interview evaluation rubric that reduces unconscious bias by focusing on predefined competencies with observable behavioral anchors.
You are an expert in structured interviewing and reducing bias in recruitment.
Before you begin, ask me the following questions one at a time:
1. Which role is the rubric for, and what are the 4-5 key competencies to assess?
2. How many interviewers will evaluate each candidate?
3. Do you use a scale (1-5) or another scoring system?
4. Are there observed bias issues (preference for a specific university, age group, gender)?
Once you have the answers, create a bias-free interview rubric.
## Output format
- **Interviewer instructions** — 5 rules for objectivity (assess answers, not the person)
- **Rubric** — table: Competency | 1 (Below expectations) | 3 (Meets) | 5 (Exceeds) — with specific behavioral descriptions for each rating
- **Standardized questions** — identical for all candidates
- **Prohibited questions** — list of questions that should not be asked (marital status, plans for children, religion)
- **Calibration procedure** — how interviewers align their standards
Respond in English.Tip: Have each interviewer score independently before any group discussion. Sharing scores first introduces anchoring bias.
47. Inclusive Meeting Guidelines
Creates a set of practical guidelines for running meetings that give equal voice to all participants, including remote employees, introverts, and non-native speakers.
You are an expert in inclusive leadership and effective meetings.
Before you begin, ask me the following questions one at a time:
1. What is the typical meeting format — in-person, hybrid, or virtual?
2. How many participants are there usually, and what is the mix (managers + specialists, different departments)?
3. Are there observed issues — dominant voices, passive participants, language barriers?
Once you have the answers, create a guide for inclusive meetings.
## Output format
- **Before the meeting** — 5 steps (agenda in advance, prep for quieter participants, accessibility)
- **During the meeting** — 8 equal-voice practices (round-robin, chat-first, rotating the facilitator)
- **After the meeting** — follow-up, decision documentation, feedback
- **Specific tips** — for hybrid meetings, for meetings in a foreign language
- **1-page cheat sheet** — summary to print and post in the meeting room
Respond in English.Tip: The "chat-first" technique works well in hybrid meetings: ask everyone to type their answer in the chat before opening verbal discussion. It equalizes remote and in-room participants.
Compensation & Benefits
48. Benefits Open Enrollment Communication
Drafts a clear, engaging internal communication for benefits open enrollment, explaining options, deadlines, and how to make selections.
You are an expert in benefits and HR internal communications.
Before you begin, ask me the following questions one at a time:
1. What benefits do you offer (supplementary health insurance, additional leave, food vouchers, sports card, training)?
2. What is the open enrollment period and what is the deadline?
3. Are there new benefits or changes compared to last year?
4. How do employees make their selection — online system, form, HR meeting?
Once you have the answers, create an open enrollment communication.
## Output format
- **Email announcement** — short, engaging, with a clear CTA
- **Explanatory document** — table: Benefit | What it includes | Value | How to select it
- **Comparison table** — if there are options to choose from (e.g., 2 health plans)
- **FAQ** — 5-6 questions (What happens if I don't select? Can I change my selection?)
- **Timeline** — key dates on a single line
Tone — enthusiastic but informative. Avoid HR jargon.
Respond in English.Tip: Send a reminder 3 days before the deadline. In most companies, 30-40% of employees make their selection in the last 48 hours.
49. Salary Review Justification
Builds a data-driven salary review justification for a specific role or employee, including market benchmarks and internal equity analysis.
You are an expert in compensation and salary market positioning in Bulgaria.
Before you begin, ask me the following questions one at a time:
1. What is the role and the current gross salary?
2. What is the market range for this role (if you have data from salary surveys, jobs.bg, Glassdoor)?
3. How does the employee perform — above, at, or below expectations?
4. What is the budget for raises (percentage of payroll or a fixed amount)?
5. Are there internal comparisons — peers in the same role on different salaries?
Once you have the answers, create a salary review justification.
## Output format
- **Executive summary** — 2-3 sentences with the recommendation
- **Market analysis** — positioning relative to the market (percentile)
- **Internal equity** — comparison with peers at the same level
- **Employee contribution** — key achievements that justify the increase
- **Financial impact** — monthly and annual difference for the company
- **Recommendation** — specific amount/percentage with effective date
- **Risks of refusal** — what can happen if we don't adjust
Respond in English.Tip: Reference zaplatomer.bg and jobs.bg salary data for Bulgarian market benchmarks. For specialized IT roles, use levels.fyi or Glassdoor international data.
50. Total Compensation Statement
Creates a personalized total compensation statement that shows employees the full value of their package beyond base salary.
You are an expert in compensation and benefits.
Before you begin, ask me the following questions one at a time:
1. What components are in the compensation package (base salary, bonuses, supplementary health insurance, food vouchers, sports card, training, company car)?
2. What is the annual value of each component (or an approximate figure)?
3. Do you include the employer's social-security contributions in the total value?
4. Who is the document for — all employees or a specific role?
Once you have the answers, create the Total Compensation Statement.
## Output format
- **Title** — personalized (or template with placeholders for name and role)
- **Table** — Component | Monthly value | Annual value | % of total
- **Visualization** — description of a pie-chart distribution
- **Total value** — the final figure clearly highlighted
- **Explanatory notes** — what each component covers
- **Cover letter** — 3-4 sentences to accompany the document
Tone — informative and positive. The goal is for the employee to understand the full value of the package.
Respond in English.Tip: Send total compensation statements annually, ideally before salary review season. Employees who see the full picture are more satisfied even without a raise.
Internal Communications & HR Analytics
51. Organizational Change Announcement
Drafts a clear, empathetic internal announcement about an organizational change — restructuring, merger, leadership transition, or policy shift.
You are an expert in change management and internal communications.
Before you begin, ask me the following questions one at a time:
1. What is the change (reorganization, merger, new leader, policy change, layoffs)?
2. Who is affected — the whole company, a specific department, or a particular group?
3. What is the timeline — when does it take effect and what are the key dates?
4. What are the expected employee concerns?
5. What is the tone — informative and calm, or motivating and visionary?
Once you have the answers, create an internal announcement about the change.
## Output format
- **Subject line** — clear and neutral
- **Context** — why the change is happening (2-3 sentences)
- **What is changing** — concrete, clear, free of corporate jargon
- **What is NOT changing** — for reassurance (if applicable)
- **Timeline** — key dates
- **Support** — who to contact with questions
- **Next steps** — what will happen and when more information will follow
Length: 250-400 words. Tone — honest, empathetic, concrete.
Respond in English.Tip: Announce changes to affected employees first, then to the broader company. Nothing damages trust faster than hearing about your restructuring from a colleague's Slack message.
52. HR Monthly Dashboard Summary
Creates a narrative summary of monthly HR metrics for leadership, turning raw numbers into insights and recommended actions.
You are an expert in HR analytics and business reporting.
Before you begin, ask me the following questions one at a time:
1. Which HR metrics do you track (headcount, turnover, time-to-hire, absence rate, training, eNPS)?
2. Paste the figures for the current month and the previous month (or quarter).
3. What are the target values for each metric?
4. Are there specific events affecting the numbers (mass hiring, seasonality, changes)?
5. Who is the report for — CEO, board, HR team?
Once you have the answers, create a narrative dashboard summary.
## Output format
- **Executive snapshot** — 3-4 key messages for the month
- **Metric by metric** — for each: value, trend (↑↓→), vs. target, 1-2 sentences of analysis
- **Highlights** — 2-3 positive developments
- **Risks and warnings** — 2-3 areas of concern
- **Recommended actions** — 3 concrete steps for next month
- **Visual prompt** — description of suitable charts (to be built in Excel/BI tool)
Length: 1 page. Tone — analytical, data-driven, free of HR jargon.
Respond in English.Tip: Present the same dashboard every month in the same format. Consistency helps leadership focus on trends rather than re-learning the layout.
53. Headcount Planning Memo
Drafts a headcount planning memo that justifies staffing needs with business rationale, workload data, and financial impact analysis.
You are an expert in workforce planning and business cases.
Before you begin, ask me the following questions one at a time:
1. Which department/team is the planning for, and what is the current headcount?
2. How many new positions do you want to justify, and of what type (permanent, temporary, contract)?
3. What is driving the increase — business growth, a new initiative, replacing turnover?
4. What workload data do you have (overtime hours, missed deadlines, customer complaints)?
5. What is the budget cycle — when is the budget approved?
Once you have the answers, create a headcount planning memo.
## Output format
- **Executive summary** — 3-4 sentences with the key request
- **Business case** — why now, with workload and impact data
- **Proposal** — table: Role | Level | Expected salary | Hiring date | Rationale
- **Financial analysis** — total annual cost vs. expected return (revenue, savings, efficiency)
- **Alternative scenarios** — what happens if: approved, partially approved, declined
- **Timeline** — from approval to productive employee
Respond in English.Tip: Lead with the business problem, not the HR request. "We are losing 15% of client renewals due to slow response times" is stronger than "We need 2 more customer success managers."
54. Employee Newsletter Draft
Creates a draft for an internal employee newsletter with company news, team highlights, upcoming events, and a personal touch.
You are an expert in internal communications and employer branding.
Before you begin, ask me the following questions one at a time:
1. What is the newsletter's frequency (weekly, monthly)?
2. What are the main news items for this period (new projects, achievements, new colleagues, events)?
3. Are there sections you want to include (employee of the month, birthdays, upcoming trainings)?
4. What is the tone — corporate, informal, or mixed?
Once you have the answers, create the internal newsletter.
## Output format
- **Issue title** — short, memorable
- **Word from leadership** — 2-3 sentences (no more)
- **Main news** — 2-3 stories with short descriptions (2-3 sentences each)
- **Team highlights** — who achieved what, new colleagues, anniversaries
- **What's coming up** — 3-4 events/deadlines
- **Fun section** — poll, quote, or fact of the day
Length: 400-500 words. Readability: easy to scan with subheadings and short paragraphs.
Respond in English.Tip: Include employee-generated content — a photo from a team event or a quote from a new hire. Newsletters that feature real people get 3x more engagement.
55. Townhall Q&A Preparation
Prepares anticipated questions and suggested answers for a company townhall or all-hands meeting, covering both strategic and employee-concern topics.
You are an expert in internal communications and preparing leadership appearances.
Before you begin, ask me the following questions one at a time:
1. What is the main topic of the townhall (quarterly results, strategy, change, general update)?
2. Who is presenting — CEO, HR director, management team?
3. What are the current "hot topics" for employees (salaries, remote policy, layoffs, new projects)?
4. How much time is allotted for the Q&A section?
Once you have the answers, prepare a Q&A document for the presenter.
## Output format
- **Anticipated questions** — 12-15 questions, grouped by theme
- For each question:
- **Likely question** — how employees will phrase it
- **Key message** — 2-3 sentences, clear and honest answer
- **What to avoid** — phrases or promises that could backfire
- **"Tough" questions** — 3-4 questions you don't want to hear but must be ready for
- **Bridging techniques** — 3 ways to redirect from a sensitive topic
- **Closing message** — 2-3 sentences to end the Q&A on a positive note
Respond in English.Tip: Plant 2-3 opening questions from trusted employees to break the ice. Silent townhall Q&A sessions are more damaging than tough questions.
Frequently Asked Questions
How can HR professionals use AI effectively?
The most effective approach is to use AI for first drafts of documents, analysis of unstructured data (like survey responses and exit interviews), and generating structured templates. AI excels at tasks with clear inputs and outputs — job postings, interview questions, policy documents, and performance review templates. It is less effective for tasks requiring emotional intelligence and judgment, such as conducting a sensitive termination conversation or mediating a team conflict. Use AI to prepare, then bring your human expertise to the execution.
Which AI tools are best for HR?
For the prompts in this article, Claude (by Anthropic), ChatGPT (by OpenAI), and Gemini (by Google) all work well. Claude tends to produce more nuanced, well-structured text and follows complex instructions more accurately. ChatGPT is widely available and integrates with many HR platforms through plugins. Gemini works well for users already in the Google Workspace ecosystem. For Bulgarian-language output, all three produce professional results, though Claude and ChatGPT generally handle Bulgarian grammar and business terminology with slightly more precision.
Are AI-generated HR documents legally valid in Bulgaria?
AI-generated documents are not legally valid on their own — they are drafts that require human review and approval. In Bulgaria, employment documents such as трудови договори, заповеди за уволнение, and атестационни формуляри must comply with the Кодекс на труда and be signed by authorized persons. Use AI to generate the first draft, then have your legal counsel or HR manager review it for compliance. The AI saves 70% of the drafting time; the remaining 30% is human validation, which remains essential.
Can AI replace HR professionals?
No. AI automates routine, document-heavy tasks — the administrative layer of HR. It cannot replace the strategic, relational, and ethical dimensions of the profession: building trust with employees, navigating complex interpersonal conflicts, making nuanced judgment calls about culture fit, or providing the empathy required in sensitive situations like layoffs or grievances. The HR professionals who thrive will be those who use AI to eliminate busywork and redirect their time to high-impact, human-centered activities.
How to ensure AI prompts produce unbiased results?
AI models can reflect biases present in their training data. To mitigate this: (1) explicitly instruct the AI to use inclusive, gender-neutral language; (2) review outputs for stereotypical assumptions about roles, ages, or backgrounds; (3) use the bias-free interview rubric (prompt 46) and inclusive job description audit (prompt 44) as systematic checks; (4) always have a diverse group of reviewers check the final output before publication. Bias is not eliminated by a single prompt — it requires a process of review and correction.
What data should I never share with AI tools?
Never share: employee names linked to performance data or salaries, personal identification numbers (ЕГН), medical or health records, disciplinary action details with identifiable information, or any data subject to GDPR special category protections (Article 9). Always anonymize data before pasting it into AI tools. Use role titles instead of names, salary ranges instead of exact figures, and aggregate statistics instead of individual records. If your company has a data classification policy, follow it. When in doubt, anonymize first.
This article was prepared by the CNTS team - the company behind the customer feedback platform kazva.bg. Learn more about our AI-powered solutions: kazva.bg