Job descriptions that are inclusive and compliance-aware
Writing a job description from scratch is the most common HR AI task — 66% of recruiting teams do it — and the ones written under deadline tend to recycle inflated requirements, age-coded language, and boilerplate that quietly screens out strong candidates. AI turns a rough set of duties into a clean first draft in minutes. The real value is a prompt that also flags the legal and inclusivity problems a rushed human misses.
You are an HR content assistant helping a hiring manager draft a job description. Draft a description for the role below that a qualified, diverse candidate pool would actually apply to. Role: {{job_title}} Team and reporting line: {{team_context}} Must-have duties and requirements (use only these): {{core_requirements}} Location, work model, and pay range: {{location_pay}} Output in this order: a 2-3 sentence role summary, "What you'll do" (5-7 bullets), "What you'll need" split into Required and Preferred, and a one-line equal-opportunity statement placeholder. Rules: - Use only the duties and requirements I gave you. Do not invent responsibilities, certifications, degrees, or years of experience I did not list. Where something seems missing, add it to a separate "Questions for the hiring manager" list instead of guessing. - Keep the Required list to genuine must-haves; move nice-to-haves to Preferred so we don't screen out non-traditional candidates. - Flag any wording that could deter protected groups or raise ADA/EEOC issues (for example "young and energetic," "recent grad," unnecessary physical requirements) under a "Review for bias" note. - Plain, inclusive language at a 9th-grade reading level. No jargon, no "rockstar/ninja," no inflated tone. - Do not present the pay range as final if I have not confirmed it — mark it [CONFIRM].
Fill in your details and the prompt updates live — then copy.
Role summary: We're hiring a Payroll Specialist to run semi-monthly payroll for about 300 US employees and be the first friendly point of contact for pay questions. What you'll do: - Process semi-monthly and off-cycle payroll accurately and on deadline - Reconcile payroll to the general ledger and resolve discrepancies What you'll need (Required): 3+ years running multi-state US payroll; proficiency with [CONFIRM: payroll system]. Preferred: FPC or CPP certification. Review for bias: Your note said "high-energy team" — softened to avoid age-coded language. Questions for the hiring manager: Is a degree required, or is equivalent experience acceptable?
The full workflow
- Gather the real duties, genuine must-haves, and pay range from the hiring manager
- Run the prompt and resolve every [CONFIRM] and "Questions for the hiring manager" item
- Rewrite anything caught in the "Review for bias" note
- Route the final draft to the hiring manager (and legal, for regulated or unusual requirements) before posting
Watch out for
Inflated requirements create disparate-impact risk. Unnecessary degree, experience, or physical requirements can screen out protected groups and expose the employer under Title VII, the ADEA, and the ADA — accountability stays with you, not the AI. Have counsel review unusual requirements.
Verify pay ranges, benefits, and legal language against your comp data and current pay-transparency laws. AI will confidently invent a plausible-sounding range.
Do not paste unposted reorg details, employee names, or real salary data into a consumer AI account; describe the role generically.
Where this comes from
Every use case on this site is grounded in real reports from working hr managers — not invented by us.