Write a job description that attracts the right people
Draft a job description from a role outline: honest responsibilities, a short essential-criteria list, and no boilerplate.
Yours to copy, change, and make your own.
Replace every [BRACKETED PLACEHOLDER] with your own material before you send it.
Draft a job description. Role: [ROLE TITLE] at [ORGANISATION AND WHAT IT DOES] Salary and location: [SALARY, LOCATION, HYBRID/REMOTE] What this person will actually spend their time on: [MAIN RESPONSIBILITIES] What the first six months look like: [EARLY PRIORITIES] Structure: 1. About the role: three sentences, concrete, no mission-statement filler. 2. What you will do: 6-8 bullets in order of how much time each takes. 3. What you will need: essential criteria only, maximum 6, each genuinely testable at interview. 4. Nice to have: maximum 3. 5. How we work and how to apply. Rules: - Cut requirements that exclude good candidates for no reason (degree requirements, years-of-experience counts) unless I have listed them as genuinely essential. - Use plain, gender-neutral language; avoid "rockstar", "ninja", "work hard play hard". - Include the salary. If I have not given one, put [SALARY REQUIRED] in the draft rather than omitting it. - Use British English.
- [ROLE TITLE]
- The job title you will advertise under.
- [ORGANISATION AND WHAT IT DOES]
- One sentence about your organisation, written for candidates rather than customers.
- [SALARY, LOCATION, HYBRID/REMOTE]
- The practical details candidates filter on first.
- [MAIN RESPONSIBILITIES]
- What the person will really do day to day, in your own words.
- [EARLY PRIORITIES]
- What success looks like in the first six months.
Where it shines, and where it falls over.
- New roles that have never had a written description
- Refreshing stale job descriptions before re-advertising
- Turning a leaver's handover notes into the next advert
- Tell the model who the role reports to and team size; it noticeably improves the "about the role" section.
- Ask a follow-up: "Which of these criteria would put off a strong candidate who lacks confidence?" and reconsider whatever it names.
The model will pad thin input with plausible responsibilities that are not actually part of the job, and candidates will rightly hold the advert against you at interview. If a bullet in "what you will do" surprises you, delete it rather than assuming the model knew something you did not.
Essential criteria need human judgement. The model cannot know that your last three hires failed for the same missing skill, or that a criterion indirectly discriminates in your context. Check the list against your HR or equality guidance, especially for regulated roles or anything involving safeguarding.
AI output is a first draft, not a finished product. You are responsible for whatever you send, publish, or decide with it.
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