Top 5 AI Prompts for Taiwan HR in 2025: Bilingual and Compliance-Ready

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

Last updated: September 14, 2025

TL;DR - Five prompts you can deploy now: screening chatbot, inclusive JD + bias check, attrition diagnostic, manager micro-scripts, and a 3-touch open-enrollment sequence. Expect a reported 500% jump in daily AI usage post-HCM transformation. Taiwan trained ~70,000 AI professionals last year. Use strict guardrails for privacy and fairness.

Why this matters

Generative AI is already embedded in HR workflows across Taiwan. Teams that automate routine work earn back time for strategy and employee experience. The risk is sloppy governance. Stay bilingual, document decisions, and keep people data safe.

Methodology: How these prompts were picked

• Specify - Clear role, audience, and output format to reduce hallucinations (per SHRM).
• Compliance - No PII in public models; flag legal-review items (per SixFifty/Lattice best practices).
• Localization - Bilingual outputs (EN/繁體中文) with human post-edit.
• Measure & Refine - Define success metrics, iterate, and keep audit trails.

"We are excited to see GPT successfully transform mixed-format data into executable models, bringing higher transparency and precision to policy design in Taiwan and beyond." - Dr. Hwong-wen Ma

The Top 5 Prompts for Taiwan HR in 2025

1) Inclusive Job Description + Bias-Checker

Write skills-first JDs, remove coded language, and keep requirements realistic. Pair an AI draft with a bias audit and human review. Use neutral titles ("specialist," "senior"), not hype terms.

• Copy-and-use prompt:
  • Role: [Job title + level]. Team mission: [1 sentence].
  • Write a skills-first JD with: must-have skills (5-7), nice-to-have (3-5), impact in first 90 days (3 bullets), growth path (2 bullets).
  • Run a bias check: flag exclusionary phrases, degree inflation, gendered terms. Suggest neutral alternatives.
  • Tone: clear, concise, candidate-friendly. Remove culture-flagging terms (e.g., "ninja," "rockstar").
  • Output: English + 繁體中文. Format: two sections (JD, Bias Report with fixes).
  • Compliance: Do not include PII; mark any items needing legal review in a separate "Legal Flags" list.

"76% of job seekers report that a diverse workforce is an important factor when evaluating companies and job offers." - Glassdoor

2) Attrition & Engagement Diagnostic (ChartHop-style)

Connect turnover, survey text, manager tenure, location, and pay bands. Get a snapshot by cohort and AI-summarized themes with DEI slices. Link findings to concrete actions (manager coaching, internal mobility offers).

• Copy-and-use prompt:
  • Data sources: last 24 months attrition, engagement comments, manager tenure, office, pay quartile.
  • Produce: cohort attrition by tenure (0-6, 7-12, 13-24 months), manager, office, pay quartile. Include confidence notes and data gaps.
  • Summarize top 5 themes from open-text (with sample quotes), plus DEI segmentation (gender, age band where lawful).
  • Recommend 3 interventions with expected impact and owner (e.g., targeted coaching, mobility pathing, comp review).
  • Model 2 headcount scenarios showing how a 2-pt retention gain affects hiring costs.
  • Output: English + 繁體中文. Include a red-flag list for legal/PII risks to remove from reports.

• Per public reviews of "unified HR data" platforms:
  • Ease of use: ~4.4
  • Best for: Mid-sized and global orgs
  • Differentiators: Live data, AI text summaries, DEI analytics, time-travel history

3) Manager Coaching Micro-Script (Bilingual)

Normalize quick career conversations. Keep it short, repeat monthly, and route promising talent to internal roles.

• Use this 90-second script:
  • "How are you doing this week? / 這週你還好嗎?"
  • "Are you interested in new stretch work or internal openings? / 想不想嘗試內部調動或新的挑戰?"
  • "I'll follow up with one suggested role by Friday. / 我週五前會給你一個建議職缺。"
• Optional AI prompt:
  • Create 3 variants of a bilingual coaching micro-script for [function/level], tied to skills growth and internal mobility. Keep to 5 lines. Add one transparency line if AI-assisted reviews were used. Output EN + 繁體中文.

4) Open-Enrollment Sequence (Email + LINE/Slack)

Three messages are enough: kickoff, go-live, and last-call. Cross-post short reminders to LINE/Slack. Add calendar invites to cut misses.

• Copy-and-use prompt:
  • Create a 3-message open-enrollment sequence for Taiwan employees.
  • Message 1 (T-14 days): overview of plan changes, dates, step-by-step enrollment guide.
  • Message 2 (Day 1): "now live" reminder with direct portal link and quick how-to.
  • Message 3 (T-3 days): deadline reminder, key FAQs, support contacts.
  • For each email, write a 120-character LINE/Slack version. Add a one-click calendar description.
  • Output EN + 繁體中文. Tone: clear, specific, friendly. No PII.

5) Recruiting/Screening Chatbot (Human-in-the-loop)

Standardize early screening while keeping final decisions human. Collect skills evidence, availability, and must-haves. Hand off a concise summary to recruiters.

• Copy-and-use prompt:
  • Role: [Job title + level]. Must-haves: [list]. Nice-to-haves: [list].
  • Draft a 6-question bilingual screening flow that validates skills with proof (portfolio, scenario answer), confirms work eligibility, salary range alignment, and notice period.
  • Generate a structured candidate summary: Fit (High/Med/Low) with evidence, Risks, Questions for recruiter, and next step recommendation.
  • Output: candidate-facing script (EN + 繁體中文) and recruiter summary template. Add a disclaimer that humans make final decisions.
  • Compliance: no PII beyond what candidates voluntarily share; avoid sensitive data categories; store only in secure HRIS/ATS.

Bonus: Benefits Explainer One-Pager (Bilingual)

Turn "why AI in HR" into a simple one-pager employees and leaders understand.

• Recruiting chatbot pilots cut repetitive screening so HR can improve candidate experience - 減少繁瑣篩選流程、釋放 HR 時間以優化候選人體驗
• Talent intelligence and internal mobility speed career growth and reduce external hiring cost - 內部流動平台能降低外部招募成本並加速員工職涯成長
• Preparing for agentic AI and new HR roles keeps job design and training future-ready - 提前探索 agentic AI 與新型 HR 角色,主動設計職務與培訓

• Copy-and-use prompt:
  • Create a one-page Benefits Explainer for Taiwan HR leaders in EN + 繁體中文 with 3 sections: Productivity, Mobility, Readiness. Include 3 bullet proofs and 1 "What we'll do next" line per section.

Prompt governance and vendor checklist (Next steps)

• Policy - Forbid uploading PII to public models. Require human review for people decisions. Keep audit trails.
• Framework - Use SHRM's Specify-Hypothesize-Refine-Measure to standardize prompts and metrics. See SHRM's AI resources.
• Vendor checks - Secure integrations with HRIS/ATS, clear ownership of outputs, bias-mitigation controls, documented logs, and regional data residency options.
• Pilot and scale - Start small (screening or pulse surveys), set KPIs (time-to-fill, conversion, cohort attrition), iterate monthly, then train managers and recruiters.
• Policy alignment - Track Taiwan's AI plans and practice guides to align privacy and fairness. AI Taiwan (NSTC).

"AI helps us bring a more data-informed lens to decision-making - identifying trends, predicting turnover, and helping us plan more proactively." - Anu Mandapati

Hands-on training

Prefer structured practice? A practical AI-at-work bootcamp runs 15 weeks with three courses: AI at Work: Foundations; Writing AI Prompts; Job-Based Practical AI Skills. Cost: $3,582 early bird; $3,942 standard, with 18 monthly payments.

For more prompt resources and HR-focused upskilling, explore prompt courses and courses by job.

Frequently Asked Questions

What are the Top 5 prompts?

• Inclusive Job Description + Bias-Checker
• Attrition & Engagement Diagnostic
• Manager Coaching Micro-Script (bilingual)
• Open-Enrollment Sequence (email + LINE/Slack)
• Recruiting/Screening Chatbot (human-in-the-loop)

Each produces bilingual, audit-ready outputs for Taiwan workflows.

How do we balance productivity with privacy and fairness?

• Block PII in public models; require human review for decisions about people.
• Flag legal-review items; keep audit trails; run bias checks on job ads, screening, and recommendations.
• Use a vendor checklist: secure integration, ownership of outputs, bias controls, and logs.

How were these prompts selected?

• Specify tasks and format (reduce hallucination).
• Compliance guardrails (privacy, legal flags).
• Bilingual localization with human post-edit.
• Measurable outcomes and iteration loops.

What benefits should we expect and how do we start?

• Less busywork (standardized screening, cleaner outreach), faster internal mobility, and clearer workforce planning.
• Start with one pilot tied to KPIs (time-to-fill, candidate conversion, cohort attrition), iterate monthly, then scale training.

Where can HR teams get hands-on training?

• Structured bootcamp: 15 weeks, three practical courses, staged payments.
• Self-paced options: prompt engineering tracks and latest AI courses.

"Success starts with strong foundations - a solid platform, best-practice configuration, and a modern operating model. With this in place, organizations are well positioned to embrace innovations like AI, machine learning, and the possibilities of Agentic AI."