Work Smarter, Not Harder: Top 5 AI Prompts Every HR Professional in Chile Should Use in 2025

Chile's HR leaders can no longer treat AI as an experimental add‑on: government and industry initiatives - including the NVIDIA–DIGEVO collaboration highlighted by the OECD - are seeding infrastructure and momentum, while the global AI HR services market already tops USD 11.3B in 2025 and is projected to reach USD 56.2B by 2035, according to Fact.MR, which makes tools for predictive hiring, benefits automation and workforce analytics essential for local firms.

Regional trends show Latin America adopting AI for candidate matching and engagement, and studies find GenAI use in HR is widespread - a practical starting point is using conversational hiring assistants that can slash time‑to‑hire - paired with clear governance and upskilling.

For HR professionals wanting hands‑on prompt and tool skills, the 15‑week AI Essentials for Work bootcamp syllabus - Nucamp offers applied training and prompt writing for real business cases.

Metric	Value (Source)
Global AI HR market (2025)	USD 11.3 Billion (Fact.MR)
Projected market (2035)	USD 56.2 Billion (Fact.MR)
GenAI adoption in HR	66% of HR teams (The Hackett Group / TechMonitor)

“Gen AI is not merely an option, it's a strategic imperative for HR leaders looking to reimagine work and drive breakthrough business results.” - Jessica Haley, The Hackett Group

Selection and testing followed a practical, Chile‑focused playbook: prompts were chosen where research shows fast, measurable uplift - tasks like data entry, reporting, benefits Q&A and candidate matching that Stanford mapped in a task‑by‑task study of the 100 most common occupations (covering 5.69 million workers, ~62% of Chile's workforce) as ripe for acceleration - and then refined using HR adoption insights about skills, confidence and governance from AIHR HR adoption insights.

Each prompt was piloted as a low‑risk “quick win” (benefits communications, onboarding checklists, screening scripts and attrition analyses) with a human‑in‑the‑loop review, iterative prompt tuning, and simple KPI tracking (time‑to‑hire and task completion rates) so learning could be translated into repeatable templates; this mirrors the recommended mix of upskilling, experimentation and risk frameworks in practical guides for HR.

Legal and compliance checks - inventorying tool use, data minimization and keeping a human decision point - followed the five‑step playbook for mitigating HR AI risk to ensure any draft policy or automated screening stayed aligned with regulation and worker protections.

For more on the Chilean task analysis see Stanford Impact Labs Chile task analysis, and for adoption and governance details see AIHR HR adoption insights and the HR AI legal and compliance playbook that informed our testing approach.

Methodology Metric	Value (Source)
Occupations analysed (Chile)	100 occupations - 5.69M workers (~62%) (Stanford Impact Labs study)
Workers who could accelerate >30% tasks	≈4.7M workers (Stanford Impact Labs study)
HR research samples informing adoption	1,137 and 1,500 HR professionals (AIHR HR adoption research)
Employers planning GAI adoption	58% (Mercer survey on generative AI adoption)

Turn confusing payroll lines into a calm, trust‑building moment with an AFP/Isapre benefits communication prompt that translates Chile's mandatory rules into employee‑facing language: explain AFP pension deductions (≈10% of salary plus typical AFP fees and disability/survivor premiums), the 7% health cotización that goes to FONASA or an ISAPRE, and employer contributions like seguro de cesantía and mutual de seguridad rates - all framed as

what you pay

what the employer handles

optional extras (seguros complementarios de salud or meal and transport subsidies that many companies use to attract talent)

The prompt should produce a short FAQ (5–7 bullets), a one‑line payroll glossary, and a plain‑language next‑steps line advising where to get personalised help; pilot these messages with a human reviewer and link to institutional detail so employees can dig deeper (see the practical benefits overview at Rivermate practical benefits overview and the AFP contribution history and multifund context in the Superintendencia de Pensiones AFP contribution history and multifund review for background).

AFP 10% → retirement savings

Benefit	Typical Contribution / Note
AFP (pension)	≈10% employee + survivors/disability premium and AFP fees (see Superintendencia de Pensiones AFP contribution history)
Health (FONASA or ISAPRE)	7% employee (deducted from salary) - employer remits (see Rivermate practical benefits overview)
Unemployment insurance (Seguro de Cesantía)	Indefinite: employer 2.4% + employee 0.6%; fixed‑term: employer 3%, employee 0%
Work accident & occupational disease (Mutual/ISL)	Employer cost; rate varies by risk (~0.95%–3%+)

Drafting a Código del Trabajo–aligned telework policy prompt should produce a contract addendum template that mirrors Chile's Law No. 21.220 and practical guidance - clearly naming the work location, hours, supervision regime and the mechanism to register the agreement with the Dirección del Trabajo within 15 days - while embedding clauses that protect pay (no salary reductions), require employer provision and maintenance of equipment, and spell out internet/electricity reimbursement and expense processes (see the Boundless remote work guide for the legal checklist).

The prompt should also require health & safety provisions (a risk matrix, training and ergonomic guidance), a crisp

right to disconnect

rule - 12 uninterrupted hours as a non‑negotiable do‑not‑disturb window - and sensible limits on monitoring and home visits (employer entry into a home needs consent).

Include data‑protection language tied to Law 19.628 and practical notes on payroll, social security registration and cross‑border risks so foreign or hybrid hires follow local obligations (see Mercer's teleworking agreement clarification).

A good policy draft prompt returns plain‑language clauses ready for lawyer review - imagine employees seeing

12 hours offline

written like a bedtime rule: clear, human, and enforceable.

Policy element	Minimum requirement / source
Written agreement & registration	Contract addendum; register with Dirección del Trabajo within 15 days (Boundless, Mercer)
Equipment & expenses	Employer provides tools; covers maintenance, internet and electricity costs (Boundless, Mercer)
Right to disconnect	Minimum 12 uninterrupted hours free from work communications (Boundless)

Create a Santiago 5‑day onboarding plan prompt that turns proven templates into a Chile‑ready sprint: ask the model to generate a day‑by‑day checklist (preboarding + Days 1–4) that pulls from reusable templates - welcome email and paperwork, IT and workstation setup, an AFP/Isapre benefits primer for benefits enrollment, a buddy assignment, role‑specific mini‑training, and a clear 30/60/90 follow‑up - while offering remote/hybrid alternatives so no new hire feels

left in a waiting room with just a note.

Day	Focus / Key actions
Preboarding	Send welcome email, complete paperwork, ship equipment, share handbook (HiBob employee onboarding templates)
Day 1	Orientation, team intros, IT access & first tasks
Day 2	Benefits & admin (enrollment guidance), mandatory training links
Day 3	Role training, shadowing, buddy check‑ins
Day 4	Stakeholder meetings, short-term goals, deliverable for 30/60/90 plan (Lumiform 30-60-90 day onboarding plan template)

The prompt should output plain‑language schedules, a short manager checklist, and localized links for employees to find more detail; useful sources include HiBob's free onboarding templates for structure, 360Learning's template collection for role‑focused sequencing, and Lumiform's 30‑60‑90 plan for measurable milestones.

Make the tone welcoming, practical and Chile‑context aware (Spanish options, payroll/benefits touchpoints), and require a human‑in‑the‑loop review so the plan becomes a repeatable, auditable playbook for Santiago teams.

A People‑Analytics attrition prompt for Chile should turn scattered HR signals into an actionable “tasa de rotación” playbook: ask the model to output per‑employee and team‑level riesgo de rotación (a numeric score), the top 3 drivers behind each score, a ranked list of low‑cost, high‑impact retención actions, and a simple visual summary so leaders can spot which teams show rising voluntary turnover this quarter; this mirrors approaches that quantify attrition risk and surface drivers in real time, as described in the Nala Rocks interview and the case for rapid, visual insight.

Benchmark recommendations against wider retention drivers (use a WTW Talent Retention Survey frame to compare your organisation on 20 critical retention factors) and align suggested interventions with the people-first productivity goals in Mercer's Global Talent Trends so actions balance tech‑enabled efficiency with culture and fairness.

Localize outputs into Spanish, include role‑specific scripts for manager check‑ins, and require a human‑in‑the‑loop review to validate causes before rolling out any retention program.

“HR is tasked with cultivating continued innovation while maintaining a healthy work culture in a climate where opportunities are high, yet budgets are tight.” - Kate Bravery, Mercer

For Valparaíso hiring, an effective "Job Description & Screening" prompt should turn a standard template into a legally sound, culturally fluent posting: require the Spanish original (employment contracts and key terms must be drafted in Spanish), state the contract type (indefinite, fixed‑term, telecommuting), list pay and mandatory benefits, and use inclusive wording that explicitly welcomes migrants, Indigenous and multicultural candidates - a real‑world model is Evalueserve's Viña del Mar centre, which counts over 550 employees from 25 nationalities and earned the Compromiso Migrante seal.

The prompt should flag gendered or exclusionary terms, provide bilingual display options, and map screening rules to Chilean classification (employee vs contractor) and EOR alternatives for foreign employers to ensure compliance; see practical hiring steps in GoGloby's guide and operational options from Papaya Global/Multiplier for payroll and EOR workflows.

Finish by asking the model to output a short, accessible screening script for managers (inclusive interview questions, reasonable‑accommodation prompts, and a human‑review checkpoint) so every vacancy reads like an open door, not a gatekeeper - a single line that invites applicants to request language help or visa guidance can reduce drop‑off and make Valparaíso postings feel locally trustworthy.

“We believe that it is essential to have policies and practices that promote an inclusive workplace. We want our team members - current, new, and potential - to be part of this organizational culture. We are committed to providing equal opportunities to develop professionally regardless of a person's nationality, background, gender, or any other aspect of their identity.” - Carolina Zamora

Implementing prompts safely in Chile means treating GenAI as a regulated, auditable tool: align prompt use with the emerging Chile AI Bill analysis and local limits to ensure ethical, explainable systems rather than ad‑hoc experiments, adopt the AI risk controls HR experts recommend - bias audits, data minimisation, human‑in‑the‑loop review and clear documentation - and pilot low‑risk “quick wins” (benefits Q&As, onboarding checklists, screening scripts) before scaling; practical guidance on those controls is summarised in AI risk management guidance for HR professionals.

Start small, measure simple KPIs (time‑to‑hire, task completion), keep a legal checkpoint for any screening or employment‑decision use, and make every prompt an “auditable receipt” for why a choice was suggested.

For teams that need hands‑on practice writing safe, compliant prompts and building governance into workflows, the AI Essentials for Work bootcamp - 15‑week course registration teaches prompt engineering, prompt testing and workplace application with human‑centred guardrails - an operational next step for Chilean HR leaders ready to move from pilots to sustained, compliant adoption.