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

HR teams in the Czech Republic now sit at the intersection of ambitious national policy and real-world limits: the Ministry's NAIS 2030 pushes rapid AI adoption while EU AI Act implementation and even a January 2025 export decision that placed the Czech Republic in a restricted chip category could slow local LLM deployment - so practical, compliance-minded prompts matter more than ever (AI laws and regulations in the Czech Republic, GLI 2025).

With global HR trends showing 43% of organizations using AI for people work and recruiting tasks like writing job descriptions and screening resumes dominating use cases (SHRM 2025 Talent Trends: AI in HR), Czech HR professionals need prompts that balance efficiency, transparency and local legal risk.

Learning to craft those prompts - from fair screening templates to clear candidate communications - is a core, teachable skill; see the Nucamp AI Essentials for Work syllabus to build prompt-writing fluency and governance-ready habits (AI Essentials for Work syllabus), turning uncertain tech into reliable HR assistance.

“There are a lot of guardrails and guidelines that we're putting in place around AI, just to make sure that we're legally compliant, to make sure that we're not letting it make decisions for us.” - Erica Rutherford

The Top 5 list was built by synthesizing high‑value prompt collections and trend research: Lattice's hands‑on catalog of 42 HR prompts, practical roundups from HRMorning and GoCo, and vendor use‑case guides like ClearCompany, then checked against market signals (for example, Josh Bersin's May 2025 analysis that IBM's AI now answers “94% of typical HR questions”) to pick prompts that actually free time while preserving oversight.

Each candidate prompt was judged on three practical filters - reduces repetitive work, supports fairness and bias checks, and is runnable within Czech language and compliance constraints - and then refined into deployable templates (screening, onboarding 30/60/90, bilingual job ads, policy rewrites, and people‑analytics diagnostics) so HR teams can paste, adapt, and govern them quickly.

Prompts that demanded sensitive data were deprioritized per the caveats Lattice and others flag, so the final list favors low‑risk, high‑impact tasks that let teams "crawl up the value curve" from paperwork to strategic people work.

“AI takes repetitive work off our plates, things like data entry, payroll, and scheduling.” - Anu Mandapati, quoted in Lattice

A Policy Rewriter prompt tuned for Czech HR turns messy legacy documents into compliance-ready Czech and English policies by spotting the exact contract wording, flagging clauses that the new “Flexi‑Amendment” now forbids, and suggesting lawful alternative language - for example, update probation limits (now up to 4 months for regular roles and up to 8 months for managers), revise notice‑period wording so it starts on the day notice is delivered, and remove pay‑secrecy clauses that can trigger fines (up to CZK 400,000) while proposing bank‑transfer defaults and parental‑leave return guarantees in plain Czech and parallel English.

The best prompts will also call out clauses that rely on the unamended Labour Code wording (which may accidentally extend employer obligations) and generate a bilingual redline plus a short compliance checklist HR can paste into an internal review.

For the legal background, see the Taylor Wessing briefing on the Flexi‑Amendment and RSM's practical overview of what changes to update in contracts and internal rules.

Taylor Wessing briefing: Upcoming changes to Czech labour law (Flexi‑Amendment) RSM overview: What's New in the Czech Labour Code (2025) - flexibility, probation, and other major changes

Keep Benefits & Pharmacy FAQs short, bilingual, and number-first so employees get instant clarity: answer the question with a single figure and a source. Key quick facts to include in onboarding packs are concrete - health-related in‑kind benefits are tax‑exempt up to the 2025 average wage (CZK 46,557), leisure benefits up to half that (CZK 23,278.50), and the 2025 tax‑free meal allowance is CZK 123.90 per working day - items above those limits become taxable and also count toward social and health contributions, so HR must track categories separately (see GrECo 2025 Czech Republic employee taxation guide and Crowe Czech employee benefits and VAT overview).

Include a short pharmacy FAQ (what receipts to submit, which medical devices need a prescription) and stamp the FAQ with the phrase below so employees know when a perk flips from benefit to taxable income.

Is this taxed?

annual limits apply

Localize a 30/60/90 onboarding plan for Czech hires by combining tight preboarding with legally required steps and culture-savvy touches: before day one, complete consented background checks, send the employment contract plus the Czech “rights and obligations” document (it must be provided within a month), enrol the hire in mandatory pension, sickness and social insurance, register payroll in CZK, and if needed start work‑permit filings for non‑EU nationals (see Rippling Czech new‑hire checklist: Czechia (Rippling) Rippling Czech new-hire checklist); on day one, make sure IT, workstation and access are ready, introduce an onboarding buddy, and don't forget the little local friendly rituals (yes, slippers in some Czech offices) that help people feel at home.

Use the 30/60/90 cadence to move from orientation to role training to independent impact - set SMART goals at 30 days, run deeper role shadowing and cross‑training by 60 days, then formal feedback and next‑step learning plans at 90 days - and automate recurring admin, reminders and tailored checklists with AI so paperwork doesn't drown the human welcome (LinkedIn 60-day onboarding checklist LinkedIn 60-day onboarding checklist for new hires), while reusing adaptable templates for role and remote variants (HiBob employee onboarding templates HiBob employee onboarding templates).

A clear, bilingual packet, a mentor, and scheduled pulse check‑ins are the simplest interventions that cut time‑to‑productivity and improve retention.

Craft bilingual, ATS-ready job ads that speak plainly to both Czech and international talent: state the contract type, transparent salary band (gross/gross or net), and a step-by-step recruitment process up front so candidates know what to expect - a single clear line that explains stages and who they'll meet reduces wasted applications and builds trust.

Be precise about language requirements (don't use vague “communicative” labels; name a CEFR level or certificate) and advertise in both Czech and English to widen the pool while staying mindful of discrimination risks - legal guidance explains how the line between skill needs and unfair exclusion can blur (Are job adverts for native speakers legal in Czechia - Expats.cz).

Practical playbooks recommend promoting bilingual postings and integrating ATS parsing for language fields, salary, and contract type to improve screening efficiency (Guide to hiring employees in the Czech Republic (2025) - 9cv9), and recruiters should follow the Careers in Poland checklist on clarity, process transparency and precise language specs when targeting foreigners (How to write effective job ads for foreign candidates - Careers in Poland).

The result: fewer mismatched CVs, faster ATS routing, and candidates who feel confident enough to apply - a small clarity tweak that often feels as welcome as a warm cup of coffee on a crisp Prague morning.

“Transparently presented employment information is crucial; we should include details about the type of contract, working hours, and, if possible, salary ranges.” - Olga Niedbała

People analytics flips attrition from a gut‑punch into a set of prioritized actions: by combining anonymized HRIS data with collaboration signals - exactly the approach Worklytics recommends - teams can spot early warning signs and focus scarce HR bandwidth where it matters most (Worklytics employee retention analytics).

Across multiple studies the surprises are consistent: compensation rarely tops the list; instead manager quality, poor enablement, and weak career paths drive departures, and most causes are preventable if spotted early (Betterworks people analytics attrition findings).

who, when and why

Perceptyx data makes the “who, when and why” actionable - engaged employees separate at 2.4% versus 8.4% for disengaged peers, and workers with poor managers are far likelier to plan exits - so prioritize manager coaching, early onboarding fixes (90‑day checkpoints) and targeted internal mobility before vacancies become costly holes (Perceptyx employee attrition analytics).

The practical takeaway for Czech HR: build simple predictive scorecards with anonymized inputs, run pilot interventions (manager training, clearer career signals, onboarding tweaks), and measure whether churn falls - small, focused moves often save the equivalent of months of hiring cost and keep top performers from walking out the door.

Practical, low‑risk beginnings are the safest route for Czech HR teams: pick one high‑value, low‑sensitivity task (a job ad, onboarding 30/60/90, or benefits FAQ), run a short prompt sprint to iterate with a small group, and measure results before scaling; follow SHRM's four‑step prompting framework (Specify → Hypothesize → Refine → Measure) to tighten prompts and define success metrics (SHRM AI Prompting Framework and Guide for HR).

Protect privacy and compliance by keeping employee identifiers out of public LLMs, involving legal or DPO review for anything sensitive, and keeping a human‑in‑the‑loop for bias checks - then codify what works into a prompt library and an AI use policy so teams reuse proven patterns.

Start with vendor or internal pilot integrations for secure answers, upskill the team on prompt craft and governance (the 15‑week AI Essentials for Work bootcamp is a practical option: Nucamp AI Essentials for Work bootcamp syllabus (15‑week)), and borrow tested templates from Lattice's prompt collection as launch points (Lattice collection: 42 AI prompts HR teams can use).

Small, governed experiments that save minutes on routine tasks quickly free time for strategic people work - one clear prompt can feel as welcome as a warm cup of coffee on a crisp Prague morning.

“AI takes repetitive work off our plates, things like data entry, payroll, and scheduling.” - Anu Mandapati