Endless CVs, hundreds of candidate emails, and routine reports — according to Deloitte statistics, up to 93% of HR working time is spent on repetitive administrative tasks. Now imagine being able to delegate more than half of this routine to AI — without hiring a team of developers or investing a large budget.
Modern AI tools are designed for users without technical skills and don’t require complex integrations. To illustrate this, we’ve collected practical ideas and ready-to-use prompts that can help you automate your HR processes today. Just as AI can guide players through complex decisions in platforms like Richard Casino, helping them choose bets or strategies without needing expert knowledge, AI in HR can act as a reliable assistant — streamlining tasks, providing insights, and reducing routine work. We also explore how to use artificial intelligence responsibly — so you don’t risk creating negative experiences for candidates.
“Delete” Routine Tasks: Simple AI Solutions for HR
#1. Automate Responses to Common Employee Questions
HR inboxes are full of repetitive questions: vacation policies, sick leave, password resets, reimbursements, day-off requests. Instead of answering the same emails daily, set up an internal chatbot.
Tools like Chatbase or DocsBot AI let you launch one in about 30 minutes — no technical skills required.
These platforms use Retrieval-Augmented Generation (RAG), meaning the bot searches your internal documents and generates answers based on them.
How to set it up:
- Gather materials: policies, FAQs, templates, onboarding guides.
- Upload files (PDF, DOCX, Notion, Confluence links).
- Test answers and refine documents if needed.
- Share the link in Slack, Teams, or your intranet.
- Review question history and update regularly.
Both tools support 95+ languages. Chatbase offers stronger analytics; DocsBot AI supports multimedia training.
Result: fewer repetitive emails, more time for strategic HR work.
#2. Create an AI Assistant for Resume Screening
Resume screening takes hours. According to SHRM (2024), 67%+ of US companies already use AI at this stage.
You can automate pre-screening without complex ATS integrations using:
- GPT for Sheets
- ChatGPT (Advanced Data Analysis)
- Notion AI
Option 1: Google Sheets + GPT
Add candidate data into columns.
Use prompts like:
=GPT(“Summarize this candidate’s experience in two sentences based on cell B2.”)
=GPT(“Does this candidate have SaaS experience? Answer Yes or No based on cell C2.”)
Apply the formula to the full list.
AI will generate summaries and filters automatically.
Option 2: ChatGPT (Advanced Data Analysis)
Upload multiple CVs (PDF/DOCX).
Use a prompt like:
“Analyse these CVs. Create a table with name, key experience, English level, main skills. Identify the top 3 candidates for Product Manager based on: …”
ChatGPT extracts data, structures it, and ranks candidates.
If you already use platforms like HireEZ or Humanly.io, check their built-in AI screening features.
Result: faster filtering, structured insights, final decisions remain human.
#3. Use AI to Write Job Descriptions
Job descriptions often sound generic and overly formal. AI can help you create clearer, more engaging texts aligned with your employer brand and tone of voice.
Use tools like ChatGPT or Jasper.ai.
For a job description:
Provide a detailed prompt, for example:
“Write an informal job description for an IT company that values flexibility and professional growth. The position is HR Business Partner. Avoid corporate clichés. Highlight collaboration and our mission to build meaningful products. Structure the text as: About the role, Responsibilities, Requirements, What we offer.”
The more specific your instructions (tone, target audience, company culture), the stronger the result.
For social media promotion:
“Based on this job description, create two short LinkedIn posts with different tones: one formal and one friendly. Add emojis and a clear call to action.”
You can test multiple versions to see which format attracts more relevant candidates.
AI helps you move faster — while keeping the final approval and brand voice in human hands.
#6. Automate Onboarding
Companies with structured onboarding retain up to 82% more new hires. Yet many still rely on a “figure it out yourself” approach.
Instead, create an AI onboarding assistant that guides new employees step by step and answers questions 24/7.
Knowledge base chatbot (Chatbase, DocsBot AI)
Upload onboarding materials: Employee Handbook, FAQs, setup guides, internal policies.
You’ll receive a chatbot link that covers most typical questions. Add it to the welcome email or pin it in a Slack channel like #welcome.
Automated workflows (Zapier or Make + Slack/Teams)
Set up simple automation flows. For example, when a new hire is added to a Slack channel, they automatically receive daily onboarding messages.
- Example sequence:
Day 1 — Welcome message, onboarding guide, buddy introduction.
- Day 2 — Tool setup instructions (Jira, email, access links).
- Day 3 — Company structure, values, key contacts.
This reduces manual follow-ups and creates a consistent onboarding experience.
#7. Generate Interview Feedback Automatically
After interviews, recruiters are left with scattered notes. Feedback often becomes vague — or is delayed.
AI can structure notes, transcripts, or recordings into clear reports.
Simple option: ChatGPT, Notion AI, Claude
Paste your notes and use a prompt like:
“You are an experienced recruiter. Analyse my notes from an interview for the Marketing Manager role. Provide structured feedback: 3 strengths, 2 growth areas, suitability for SaaS experience and team management. Conclude with: ‘Recommend to next stage’ or ‘Consider other candidates.’”
The AI turns messy notes into structured, shareable feedback.
Advanced option: AI recruitment platforms
Tools like Humanly.io or HireVue integrate with video calls and calendars. They can:
- Transcribe interviews
- Analyse content
- Generate structured reports
- Measure talk-time balance
- Identify keyword alignment
Plum.io additionally assesses candidate potential and growth mindset.
Result: faster decisions, clearer feedback, less manual reporting.
How to Get Started Today — and Avoid Negativity
The tools are ready. But how will people react?
How do you avoid negative reactions from candidates who feel they’re being “evaluated by an AI recruiter”? How do you prevent quiet resistance from employees who fear being replaced? And what other pitfalls should you consider?
Implementing AI is only partly about technology. In practice, it’s 80% communication and 20% setup.
Show Your Team the Real Benefits of AI
People resist what they perceive as a threat. That’s why positioning matters.
Instead of abstract messages:
🚫 “We are implementing an AI assistant for optimisation.”
Use specific, tangible benefits:
👍 “This tool will help you prepare weekly reports in 5 minutes instead of an hour — so you can leave earlier on Fridays.”
Frame AI as support, not replacement:
“This tool will screen the first 200 resumes so you can focus on interviewing the 10 strongest candidates.”
Whenever possible, demonstrate value live. Take a real task (for example, writing a job description) and complete it together with your team using AI. Show the outcome, not the technology.
Don’t Hide AI Usage from Candidates
Transparency builds trust. Hiding automation creates suspicion.
If you use AI for resume screening, add a clear note in the job description or confirmation email:
“To speed up the process, your resume may be pre-screened using AI to assess alignment with key requirements. The final decision is always made by a recruiter.”
For AI-assisted video interviews:
“This interview will be analysed using artificial intelligence. The analysis serves as a recommendation only — the final decision will be made by our team.”
If you use a chatbot for communication, let it introduce itself clearly:
“Hello! I am the AI assistant for [Company Name]. I can answer questions about the vacancy or help you schedule an interview.”
Simple disclosure prevents unnecessary anxiety.
Give Candidates the Right to Appeal
AI systems can misinterpret answers. Candidates may feel nervous during recorded interviews. Context can be lost.
Always ensure that final decisions remain human.
Never reject a candidate based solely on AI output.
Include an appeal mechanism. For example, in a rejection email:
“If you believe there has been an error or would like further clarification, please contact our Head of Recruitment at [email].”
This step protects both candidate experience and employer brand.
The importance of human oversight is clear from past cases — including Amazon’s recruiting algorithm, which showed bias against women. AI can analyse data, but it cannot fully evaluate potential, motivation, or cultural fit.
Responsibility always stays with people.
Consider Paid Versions for Better Results
Free AI tools are suitable for testing. For operational HR work, paid versions offer clear advantages:
- Higher-quality and more accurate responses
- Better handling of complex instructions
- Faster and more stable performance
- File uploads (PDF, Excel, Word)
- Data analysis and visualisation
- Enterprise privacy modes
Corporate subscriptions often include enhanced data security, anonymisation options, and access control for teams.
Paid models also support extended context windows, allowing them to process large documents (e.g., full survey datasets or multiple policies) within one session — particularly useful for HR analytics.
Invest in Prompt Writing Skills
The quality of AI output depends on the clarity of your instructions.
Research from MIT shows that well-structured prompts can help professionals complete written tasks up to 37% faster and improve quality by 20%.
A simple framework works well:
- Assign a role: “Act as an experienced HR Director.”
- Define the task:“Write a welcome letter for a new employee.”
- Add context: “The employee is joining as an Android Developer. We develop mobile applications. Our culture is informal and friendly. His mentor is Alexei. On the first day, he will have onboarding with HR and receive his equipment. Mention our Friday pizza tradition.”
- Set constraints: “Keep it under 150 words. Use an informal tone.”
Clear structure → better results → less editing time.
