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

Ukraine's HR teams are on the front lines of recovery: with persistent workforce gaps and 47% of Ukrainians reporting high stress, hiring is as much about rebuilding steady income and resilience as it is about filling vacancies - see the UNICEF Ukraine study.

Recent research from the ifo Institute shows refugees prioritize job opportunities over higher social benefits, so speed and match quality matter.

Practical AI prompts can automate high‑volume screening, draft inclusive job descriptions, and create onboarding steps that reduce friction - effectively turning a mountain of CVs into a short, qualified shortlist in minutes.

For HR teams ready to test prompts and scale safe, people‑centred automation, the AI Essentials for Work bootcamp teaches prompt writing and real‑world AI skills tailored to everyday business functions.

“The prospect of a job that matches their qualifications and a higher wage level has a much stronger effect on refugees than social assistance or child benefits,” says Panu Poutvaara.

Selection began by harvesting practical, field‑tested templates from leading HR prompt libraries and playbooks - starting with the Google Gemini for Workspace prompting guide (Google Gemini for Workspace prompting guide for HR), the SHRM prompt framework for iterative improvement, and the AIHR risk guidance for safe governance - then narrowing to prompts that explicitly support localization, language choice, and measurable outputs useful in Ukraine's hiring context.

Each candidate prompt was run through a small, controlled pilot: specify the task, iterate the wording (following SHRM's Specify‑Hypothesize‑Refine‑Measure loop), and validate outputs in Docs and Sheets (the Gemini examples even include onboarding tables with color‑coded visual cues).

Prompts that produced consistent, reviewable drafts (job ads, interview rubrics, onboarding checklists) and that allowed clear KPI measurement were retained; those that raised bias, privacy, or accuracy flags were revised under the AIHR risk framework and retested.

The result: a shortlist of reusable, copy‑pasteable templates tuned for Ukrainian recruiters, with clear success metrics and escalation paths for legal review.

“When it comes to AI, human resources teams have a significant opportunity to lead the way. It's important not to miss the moment.”

Ready-to-copy prompt (Ukrainian):

Напиши простим мовленням для працівника в Україні короткий буклет (пункти) про обов'язкові та додаткові пільги: що покриває єдина соціальна ставка 22% (пенсія, страхування по безробіттю, короткострокова та довгострокова непрацездатність), мінімальна оплачувана відпустка - 24 календарні дні, декретна відпустка - 126 днів; зазнач чому приватна медична страховка часто важлива і які типові пакети коштують ~1,000 / 1,500 / 2,500 UAH на місяць; додай коротку інструкцію, як отримати термінові ліки для новоприбулих (CUAET) і де знайти екстрене покриття для першого відпуску ліків.

Цей шаблон перетворює складні правила в листівку, що поміщається на прилавку аптеки: чітко, без юридичного жаргону, з посиланнями на деталі (див.

сторінку про пільги в Україні від Asinta та інструкції для приїжджих CUAET у BC PharmaCare), щоб рекрутер або HR‑співробітник міг скопіювати, вставити та одразу надіслати кандидату або надрукувати для відділу кадрів.

Ready-to-copy prompt (bilingual):

Create a concise, multi‑channel Open Enrollment campaign for a Ukrainian workforce that follows best practices (announce two weeks before, kickoff day, midway reminder, final deadline), uses email as the main detailed channel and SMS as the lead, and produces English + Ukrainian versions of each message; for each touch include: 1) subject line and 1–2‑sentence preview, 2) a short body with clear action steps and a single call-to-action linking to the benefits portal, 3) a one‑line SMS/instant message that drives employees to the portal, 4) a brief FAQ and sign‑up options for one‑on‑one sessions, and 5) segmentation notes for frontline/remote teams (language, channel, and timing). Keep language plain, family‑focused, and visual‑friendly (bullet points, one comparison table link), add suggested calendar invites for Q&A sessions, and include a short manager‑facing script for local team leads to remind non‑desk staff. Emphasize urgency near deadline and include tracking prompts (clicks, enrollments) so HR can follow up with non‑responders.

Use this to generate ready‑to‑send English and Ukrainian emails/SMS that follow the cadence and examples in the industry templates and best practices (see open enrollment templates and timing at Open enrollment email templates and timing guide for employers, multi‑channel cadence and channel guidance at Multi-channel open enrollment communications and cadence guidance, and SMS lead statistics and two‑way texting tips at Dialog Health open enrollment SMS statistics and two-way texting tips).

For a Kyiv‑focused, EEO‑style Senior Product Manager listing, craft a prompt that mirrors the practical structure in the DevsData template - clear overview, measurable responsibilities and a concise

what we offer

section - so the final JD reads like a professional product brief that hiring managers can paste into a careers page or job board (Senior Product Manager job description template).

Specify duties that matter in Ukraine's fast‑moving tech scene: own the product roadmap and end‑to‑end launches, run market and customer research to inform prioritization, and translate cross‑functional tradeoffs into a prioritized backlog and KPIs (language should be plain, inclusive, and bilingual where useful).

Include required experience (5–7 years, relevant degree, tooling such as Jira/Trello) and perks shown to attract candidates - flexible hours or hybrid options - and finish with a short EEO statement modelled on global listings like the Sysco posting for clarity and compliance (Senior Product Manager at SYSCO).

The goal: a single, recruiter‑ready paragraph that turns a messy stakeholder roadmap into a crystal‑clear 90‑day plan for impact.

Turn the critical first week into a clear, low‑stress sprint: Day 1 - finish written employment paperwork, confirm payroll/bank details and add the hire to Slack/Teams and Jira (legal compliance and tools first, per RemotePass hiring compliance notes for Ukraine guidance); Day 2 - IT checklist: issue devices, enable VPN and 2FA, grant repo and project access; Day 3 - culture + role orientation with manager, share the 30–90 day roadmap and SMART KPIs; Day 4 - pair the engineer with a named buddy for daily pairing and virtual coffee introductions to the squad; Day 5 - security and backup drills (show how to reconnect during outages - Starlink antennas or power‑backup steps are common contingency measures in Ukraine); Day 6 - assign a small, time‑boxed onboarding task that produces visible output and a code review; Day 7 - capture feedback, schedule recurring check‑ins, and confirm training plan and e‑learning modules to close the week.

This seven‑day loop balances compliance, tooling, connection, and productivity so remote engineers reach meaningful impact fast - see Omnipresent remote onboarding tips and RemotePass hiring compliance notes for Ukraine.

Create a ready‑to‑use prompt that asks an AI to rewrite dense HR policies into plain Ukrainian for employees, then append a short legal‑review checklist HR can send to counsel: emphasise that contracts must follow prescribed written formats and be activated by a formal hiring order (include the mandatory labour book entry), that terminations require specific legal grounds and documented support with special protections for pregnant employees and other protected categories, and that payroll must handle the Unified Social Security Contribution (22% employer rate) plus personal income tax and the 1.5% military levy correctly - all items flagged for lawyer sign‑off (see practical compliance notes in Global HR Compliance in Ukraine practical notes).

Add a second AI task to convert signed paper rules into an electronic‑document workflow using qualified electronic signatures so e‑copies carry full legal force under Ukraine's e‑document laws (Ukraine electronic signatures and QES recognition guidance).

For employers without a local entity, include an alternate path: draft the same plain‑language policy for an Employer‑of‑Record onboarding packet and link to Employer‑of‑Record (EOR) guidance for routing employment setup externally so HR knows when to route employment setup externally.

The result: a single A4‑friendly what this means for you page in Ukrainian plus a 1‑page legal checklist HR and counsel can approve before publishing.

labour book

what this means for you

Next steps: turn the five prompt templates into a governed, measurable library - pilot each prompt with clear KPIs, iterate in Docs/Sheets using a prompting workflow (Gemini's Docs/Sheets integration is ideal for rapid iteration and test cases), and lock in a simple legal checklist that maps to Ukraine's National AI Strategy requirements for transparency, human oversight and data protection so governance keeps pace with deployment (see AI regulation in Ukraine).

Treat Diia's model as a playbook for scale: train AI trainers, keep humans in the loop for escalations, and monitor resolution and quality dashboards as usage grows.

Save every prompt as a named, versioned template in a shared repository with metadata (intended use, last‑tested date, KPIs, and required reviewer) so recruiters can copy, adapt, and always trace changes back to a tested baseline.

Finally, pair operational rules with an ethics and risk framework from HR practice partners and local initiatives to reduce bias, privacy and disinformation risks while unlocking real productivity gains for Ukrainian HR teams.

“Ethical AI is, above all, about people.”