We Let Artificial Intelligence Do HR in 2023 and 2025. What Has Changed?
Two years is an eternity in technology. In 2023, we tried giving ChatGPT both routine and crisis HR tasks, curious to see if it could formulate meaningful procedures. These experiments with generative artificial intelligence and Large Language Models highlight how quickly these tools have become embedded in core HR functions, offering new capabilities for human resources professionals using Generative AI. So how did using ChatGPT for HR end up?
In 2025, we repeated the test. With the same prompts, but the latest (o3) model version. How did it turn out, and what were the biggest differences? Read on and feel free to run our prompts through ChatGPT or also Google AI or perhaps Perplexity yourself.
1 | From Recommendations to Data
In 2023, AI mostly offered general advice like “analyze the situation” or “communicate fairly.” Two years later, a shift is obvious: the answer begins with data analysis of cost centers, proposes concrete steps, and adds an outplacement package. AI has evolved from a vague “consider the options” to a concrete, measurable plan, which also gives HR the type of argument even a CFO immediately understands.
Prompt
From your perspective, are there HR processes that ensure layoffs are always a last resort? Just the three most important.”Answer 2025
Introduce flexible forms of work (home office, job sharing) to reduce fixed overheads.
Systematically invest in automation and reskilling of employees, thereby increasing productivity without increasing headcount.
Actively support internal mobility so people can move to needed positions.
2 | Deeper Empathy and Reputational Sensitivity
Both versions knew that layoffs are painful. The newer answers, however, add more detail: first, they suggest specific cost-cutting measures and only then offer targeted layoff scenarios. Furthermore, AI in 2025 adds a reputational layer—it understands that employee experience does not end with signing the notice, and that a LinkedIn scandal can have far-reaching consequences.
In the “layoff by email” test, it immediately warns of poor PR, employer review site score drops, and increased recruitment costs. In 2023, reputation was more of an afterthought; today, it’s a measurable Governance KPI. The current model recommends preparing a unified public statement and engaging internal brand ambassadors, merging HR and marketing into a single crisis team. This holistic view now considers potential impacts on employee relations and navigates complex labor laws and employment laws, reflecting a deeper understanding of how internal actions shape the overall company culture and employee experience.
Prompt
“From your perspective, are there HR processes that ensure layoffs are always a last resort? Just the three most important.”Answer 2025
Introduce flexible forms of work (home office, job sharing) to reduce fixed overheads.
Systematically invest in automation and reskilling of employees, thereby increasing productivity without increasing headcount.
Actively support internal mobility so people can move to needed positions.
Prompt
“Unfortunately, despite our efforts, we will need to let go of 5% of employees. There isn’t money for payroll. What three most important steps should be taken to ensure a dignified farewell and not damage the company’s image?”Answer 2025
Personally and empathetically inform each affected employee.
Offer an outplacement bundle (career coaching, references, technical support in finding a new job).
Prepare unified public and internal communications for maintaining the trust of colleagues, partners, and the company’s reputation.
Prompt
“The boss is adamant. He wants layoffs to happen quickly and without much communication. Employees will be informed only by email; HR will resolve details with them. Do you see any risks with this approach?”Answer 2025
Conducting layoffs only by email brings major risks:
– It may damage morale and motivation of the remaining team.
– Negatively affects the company’s reputation both with clients and on social networks.
– Triggers legal disputes due to unmet notification obligations.
– Hinders future recruitment, as talented people will avoid the company.
3 | Onboarding as a Roadmap
In the original test, AI listed what onboarding “should include” and identified unclear expectations and weak onboarding as the main reasons for quick departures of new hires. Today, it draws a timeline and pinpoints the root cause more precisely: missing feedback framework within the first 30-60-90 days, a buddy system, and psychological safety.
This evolution means AI can now assist in generating a detailed onboarding process, including a complete onboarding checklist, customized training materials, and drafts for key sections of the employee handbook. This moves beyond simple advice to creating tangible assets that align with company policies and enhance the onboarding experience.
It now describes ideal onboarding along a timeline from pre-boarding to the third month, including milestones and a mini-project presentation. This gives HR a ready-to-use schedule, which can be placed directly on the intranet and tracked.
Instead of just analysis, we now get a plan to prevent churn, clearly assigning who, when, and how to catch dissatisfaction before it leads to someone leaving.
Prompt
“We have another task. Our company needs to attract new talent, but so far, we’ve had bad experiences. People who join often leave dissatisfied after a few weeks. Why is that?”Answer 2025
Departures are usually due to a mismatch between what was promised during hiring and the actual job, poorly defined onboarding with no clear milestones or buddy, lack of timely feedback in the first 90 days, a culture that prioritizes “busy-busy” output over mentoring, and sometimes even poor alignment of the candidate’s skills and interests with the role.
Prompt
“What, in your opinion, does ideal onboarding look like so that it doesn’t discourage but rather motivates the new hire?”Answer 2025
Ideal onboarding starts before day one with a welcome kit and access to internal tools. The first day defines clear 30-60-90 day goals and assigns a buddy. The first 14 days include shadowing key colleagues and micro-trainings; after one month, the newcomer presents a mini-project, and after three months, there’s final feedback and a development plan—ensuring motivation and transparent expectations on both sides.
Prompt
“The boss is frustrated because another talented hire left during the probation period—someone who cost the company three substantial salaries. How can we best learn about growing dissatisfaction? What’s the main reason this information didn’t reach you as an HR?”Answer 2025
Dissatisfaction can be detected with regular anonymous pulse surveys, biweekly one-to-ones, and cultivating psychological safety. The main reason warning signs get missed is a lack of safety—people fear consequences or don’t believe their feedback will actually be addressed.
4 | Employer Branding and Recruitment Support
From the vague 2023 advice “improve your social media presence” has emerged a five-point plan for supporting company image and brand: employee-generated content, referral campaigns with immediate bonuses, PPC remarketing… AI now provides a list of concrete steps, budget, and channels, so HR can launch a campaign in no time.
The modern recruitment process is now deeply intertwined with AI. These tools can help draft a compelling job description, integrate with Applicant Tracking Systems for resume screening, and improve the overall candidate experience by creating templates for consistent candidate outreach and managing the talent pool.
Prompt
“You are trying to hire a new colleague. But no one is applying, or candidates say they have never heard of your company or know little about it. How can you most quickly fix this? Name 5 points.”Answer 2025
Activate employee-generated content on social networks.
Launch a referral campaign with a bonus upon contract signing.
Promote career pages specifically using PPC and remarketing.
Present the company’s expertise (open-source projects, blogs).
Organize a public meetup at the office and stream it online.
5 | The Importance of HR and Analytics
Where the older model described HR in vague terms, the 2025 version uses numbers: time-to-productivity, direct eNPS-to-revenue correlation, flight-risk predictions, and total rewards benchmarking. Beyond the raw data, it also recommends formats: quarterly one-pager KPI report, a monthly thirty-minute sync with the CEO, and an interactive dashboard. HR gets not just data, but ways to deliver it to leadership without long, drawn-out meetings.
This data-driven approach extends to performance management. AI can help create frameworks for a fair performance review, generate templates for a Performance Improvement Plan, and analyze employee surveys to identify trends. This helps HR move from reactive to proactive performance evaluations based on real data analytics.
Prompt
“As an HR professional, you have a major issue convincing management that your role is absolutely crucial and that your strategies and suggestions should be respected. Can you summarize in five points how the HR department is key, emphasizing the economic side of your function?”Answer 2025
Reducing time-to-productivity lowers costs of vacancies.
Stabilizing retention means fewer expenses for repeated hiring.
Raising employee engagement has a direct impact on revenue.
Reducing legal and compliance risks.
Utilizing people analytics to predict capacity and optimize payroll costs.
Prompt
“The boss is most interested in the last point about data. What data can you as an HR use for business evaluation?”Answer 2025
The complete recruitment funnel (cost-per-hire, time-to-fill), demographic and performance data for turnover prediction, productivity (revenue per FTE, OKR fulfillment), ROI of learning (performance before and after training), and total rewards compared against industry median.
Prompt
“There’s one issue with collaboration between management and HR—there’s no defined agenda between the CEO and HR. How would you ideally proceed in three steps to ensure the CEO appreciates HR’s role, understands the agenda, can make decisions but also doesn’t have to spend too much time on it? Can data help here too?”Answer 2025
Quarterly one-page report with 5 key HR KPIs.
Monthly 30-minute HR & CEO sync to align on priorities.
Interactive dashboard where the CEO can always check current data and trends.
6 | Brand Tone and Tailored Solutions
The seven-word opener for the CFO has changed from formal slogans to the bold “The cash pipeline from top people starts now!”—without classic corporate clichés about revolutions or economic impact. AI is better at reflecting the tone and subjective requirements without staying at general observations, now suggesting pulse surveys, HRIS, open APIs, and people analytics dashboards.
Prompt
“What seven words would you shout when stepping into a key presentation about HR’s economic contribution to the company, attended by the CEO and CFO, to capture their attention immediately? Use colloquial language, skip business clichés (the CFO hates them) and go for flowery language—he’s an amateur poet.”Answer 2025
The cash pipeline from top people starts now!
Prompt
“Applause from the CEO and CFO can be heard all the way to the kitchen. You’re pleased! Both are thrilled with your idea to have the HR department collect as much data as possible for company growth and revenue generation. Any ideas for the simplest way to gather it? What will you need to invest in?”Answer 2025
Start with a brief anonymous pulse survey for quick insights. In parallel, consolidate all personnel data into a modern HRIS with an open API, then build a simple people analytics dashboard on top. Most investment goes into SaaS licenses and an internal analyst’s time.
7 | Motivational Message to the HR Community
Instead of a vague “your work is appreciated,” you now see a call to action: use the data, experiment, and unleash human potential. The language is more confident, growth-oriented, reflecting the shift toward data- and analysis-driven HR decisions.
Prompt
“What message would you send to Czech HR managers?”Answer 2025
HR is the catalyst for growth. Use data, connect business and people, every question you ask is a future competitive advantage. Be proud of your role and keep experimenting—you grow human potential and move the company forward.
8 | Language: Shorter, Punchier, Still Human
In most prompts, long bullet points have vanished. Answers come as coherent paragraphs, though you can tweak this via prompt if you prefer lists. The CEO/CFO zinger is amusing, but shows more courage; AI now matches the brand’s tone and is not afraid of a dash of “punk” if the company culture supports it.
9 | Practical HR Tasks for Generative AI Today
AI is no longer just a strategic advisor; it’s a hands-on assistant for daily HR content. HR professionals can now use it to draft an initial job description, generate tailored interview questions, and create first versions of training materials. It can also help write a social media post to attract talent, outline sections of an employee handbook, and even suggest language for Diversity & Inclusion policies. For performance management, it can assist in writing performance evaluations and drafting initial candidate responses, saving valuable time.
Conclusion – Is ChatGPT worth it for HR?
In two years, ChatGPT for HR has moved from parroting generic advice to recommending specific, tailored steps. Where it once only advised what to do, it now also tells us why, how, and what the payoff is. If HR learns to ask exact questions and plug the findings into decision-making, it will gain powerful arguments to strengthen HR’s strategic position in the company. Ultimately, the strategic use of Generative AI, including chat gpt for hr, is transforming HR management by augmenting human interaction, not replacing it, leading to a better employee experience and a stronger company culture.
