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

Colombia's HR teams should treat generative AI as a practical lever, not a buzzword: nearshore momentum in Latin America - where Colombia is a rising hub - brings 30–50% labor arbitrage and teams experienced in AI-powered HR services (Auxis 2025 HR outsourcing trends report), while Gallup shows AI use at work has surged to 40% in 2025, making adoption a competitive necessity (Gallup report: AI use at work 2025).

Generative tools excel at automating “scan, sign, and email” drudgery, improving candidate screening, and powering predictive analytics for hiring and retention - but success needs governance, secure workflows, and practical training.

For HR leaders ready to pilot prompts and safe workflows, the AI Essentials for Work bootcamp offers a 15-week, hands-on way to learn prompt-writing and AI tools for everyday HR problems (AI Essentials for Work bootcamp syllabus).

“Access to talent” trumps “cost/efficiency” as the biggest outsourcing driver for the first time since the pandemic.

Methodology: prompts were selected by combining proven prompt libraries and HR prompt‑design frameworks, then tailoring each template for Colombia's hiring, payroll, and compliance realities; the team mined SHRM's practical “AI Prompts Guide for HR” (useful for the four‑step SHRM framework: Specify, Hypothesize, Refine, Measure) and a free prompt library from ChartHop to build candidate‑screening, onboarding, and benefits prompts that map to local workflows (SHRM AI Prompting Guide for HR, ChartHop 48 AI Prompts for People Ops).

Lattice and Visier guided risk checks and analytics prompts, while Nucamp's AI Essentials for Work curriculum provided the train‑the‑pilot structure so HR teams can run prompt sprints, iterate on few‑shot examples, and measure KPIs like time‑to‑fill and bias‑detection rate as pilots scale (Nucamp AI Essentials for Work syllabus (AI Essentials for Work bootcamp)).

The result: a compact prompt library designed to turn messy survey text or a backlog of resumes into clear, actionable summaries suitable for Colombian HR leaders to test safely and fast.

“AI isn't here to replace our instincts. It's here to cut through the noise so we can spend less time digging through that data and more time being human with our people.”

Intercept Rx - Employee Benefits (formulario farmacéutico) Prompt: design a prompt that ingests an insurer's drug formulary and returns a plain‑language, Spanish

formulario farmacéutico

summary for benefits enrollment - flagging which drugs sit on the mandatory public plan (POS), which require prior authorization, and which are high‑cost specialty items that may change employee cost‑sharing.

Use the drug‑tier logic (Tier 1 = generics/lowest copay, up to Tier 5 = non‑preferred specialty) as a mapping guide (MetLife drug tier list explanation), pair those outputs with Colombia's mandatory vs.

supplementary benefit context (Employee benefits in Colombia guide (Asinta)), and apply bilingual terminology from an English–Spanish glossary so the result is legally clear and employee‑friendly (SSA English‑Spanish glossary for benefits terminology).

A single, scannable Spanish line for each drug (tier + likely copago + POS/complimentary status) turns dense formularies into something staff can understand at a glance - no pharmacist required.

Bancolombia - Open Enrollment Reminder & CTA Prompt: craft a concise, Spanish‑first email prompt that spits out three short messages -

“save the date”

“launch notice with an explicit CTA and portal link”

“última oportunidad”

using the ready‑made cadence and subject‑line examples from GNAPartners open enrollment email templates and ContactMonkey open enrollment email best practices and timing guidance.

Prioritize Spanish copy that mirrors the enrollment portal's navigation terms (avoid Empezar in a brochure when the portal says Comenzar) and include instructions for hotline/OPI support so limited‑English employees aren't left guessing - advice grounded in LangSol's Spanish open enrollment translation and layout checklist.

“Empezar”

“Comenzar”

The prompt should output: subject line, 1–2‑sentence body with clear CTA button text, a short link to the benefits guide, and a one‑line help/contact line - small, repeatable copy that cuts through inbox noise and prevents missed coverage.

Unilever's multi-step screening recipe - short neuroscience games followed by short, on-demand video interviews analyzed by AI - turns a mountain of early-career applicants into a prioritized shortlist that Colombian HR teams can emulate for high-volume hiring: the approach is smartphone-friendly (candidates record HireVue interviews on mobile), speeds hire time from four months to four weeks, and raised diversity and completion rates in published rollouts; see Unilever's AI video-interview recruitment diversity case study (Unilever AI video-interview recruitment diversity case study (GoBeyond.ai)) and a concise time‑to‑hire summary (AI Recruiter Lab: 75% time-to-hire reduction case study).

For Colombia, a practical candidate‑screening prompt should ask the model to map game and interview outputs to local competency labels, flag language or connectivity risks for mobile-first applicants, and surface a short human-review checklist so recruiters focus interviews on fit, not triage - an approach backed by Unilever's documented efficiency and diversity gains (Business Insider breakdown of Unilever's AI hiring process).

“The 'balloon game' measures a candidate's relationship to risk.”

Bogotá customer‑service teams can turn a noisy first week into a predictable, confidence‑building runway by using a 5‑day onboarding prompt that maps preboarding tasks (accounts, equipment, schedule), a warm 15–20 minute team welcome, daily mentor check‑ins, and a Friday “meaningful work” ticket or shadowed queue shift so new reps practice real workflows without being overwhelmed - a structure that follows best practices for remote international hires and keeps managers from reinventing the wheel; see the guide on following a structured yet flexible onboarding process (HireWithNear guide to onboarding remote international talent) and the evidence that proper onboarding raises productivity, satisfaction, and retention for remote support teams (Zendesk research on onboarding remote customer support teams).

The prompt should output a day‑by‑day calendar, a short mentor checklist, links to microlearning (videos/GIFs), and three quick KPIs to track (task completion, first‑ticket accuracy, and end‑week confidence) so Bogotá HR can run rapid, measurable pilot sprints instead of guesswork.

“Lean into the inherent flexibility of the remote format. Instead of monitoring team members obsessively, encourage their autonomy. They will gain confidence, agency, and efficiency.”

Colombian HR teams can turn scattered people data into clear, budget-smart action by using Aon's layered analytics approach - start with descriptive benchmarking (headcount, compensation and benefits), layer in predictive scenarios for location strategy and skilling, and finish with prescriptive nudges that align rewards to what employees actually value; see Aon's playbook on Aon's guide on how data and analytics can optimize HR programs and their Human Capital Analytics capabilities at Aon.

Practical results for Colombia include creating data‑led personas (not just generational buckets), using claims and absence data to spot social determinants of health that inflate costs, and targeting reskilling where it preserves critical capability.

The payoff is measurable: Aon's employee sentiment research (which included Colombia) shows mobility and AI readiness are real forces to plan for, and a well‑run wellbeing strategy can raise organizational performance dramatically - picture a color‑coded dashboard that tells managers, at a glance, where to invest in retention versus reskilling.

Next steps for Colombian HR leaders are pragmatic: run fast, risk‑aware pilots that combine the simple, inbox‑ready Bancolombia open‑enrollment prompts with Aon's layered analytics playbook so teams can see where to invest in retention versus reskilling (Aon: How data and analytics can optimize HR programs); at the same time, formalize an internal AI policy that maps each tool to Colombia's emerging risk categories and compliance roles described in the new bill and national policy to avoid hefty penalties or operational suspensions (Baker McKenzie: Colombia AI bill overview).

Start with low‑risk prompts (benefits summaries, onboarding calendars, candidate shortlists), measure clear KPIs (time‑to‑fill, bias detection rate, hours saved), and train practitioners to write safe prompts - Nucamp's 15‑week AI Essentials for Work course teaches prompt design and pilot workflows that translate quickly to HR results (AI Essentials for Work course syllabus - Nucamp 15‑week bootcamp).

Remember: a small, governed pilot that produces one reliable one‑page shortlist or a clear benefits one‑pager is worth more than an unguided rollout - and it's the best hedge against legal and financial risk (fines, suspensions) while Colombia's governance landscape matures.