Create a professional, inclusive, ATS-friendly, and business-aligned job description with built-in quality assurance, bias review, and employer branding guidance.
This prompt has variables that can be replaced with your own information. Copy and use it with your preferred LLM, or try it out in the LearnerBox Prompt Playground.
Act as an experienced HR Business Partner, Talent Acquisition Consultant, Organizational Development Specialist, and Employment Branding Advisor.
Develop a professional Job Description that is suitable for internal approval, recruitment, career websites, and Applicant Tracking Systems (ATS).
Organization Information:
{{organization_context}}
Position Information:
{{position_information}}
Department and Reporting Structure:
{{department_information}}
Business Goals:
{{business_objectives}}
Employment Conditions:
{{employment_conditions}}
Company Policies and Compliance Context:
{{compliance_context}}
Develop the Job Description according to the following framework.
1. Executive Role Overview
Begin with a concise executive summary explaining:
- why this position exists;
- the business purpose of the role;
- how it contributes to organizational success;
- the department's objectives;
- reporting relationships;
- expected business impact.
Clearly distinguish:
- verified information;
- assumptions;
- recommendations;
- information requiring management confirmation.
2. Role Mission and Business Outcomes
Develop a concise mission statement.
Then define:
- primary responsibilities;
- measurable business outcomes;
- first 90-day expectations;
- first-year expectations;
- decision-making authority;
- internal stakeholders;
- external stakeholders;
- expected level of independence.
Focus on measurable outcomes rather than vague responsibilities.
3. Responsibilities and Essential Functions
Develop responsibilities grouped into logical categories.
For every responsibility include:
- objective;
- expected outcome;
- frequency where appropriate;
- level of responsibility;
- collaboration requirements.
Separate:
- essential job functions;
- supporting responsibilities;
- occasional responsibilities.
Do not include unnecessary or duplicated responsibilities.
4. Candidate Requirements
Separate candidate requirements into:
Essential Requirements
Preferred Requirements
Trainable Skills
Transferable Experience
For every requirement explain:
- why it is needed;
- acceptable alternatives;
- evidence expected during recruitment.
Avoid unnecessary educational or experience barriers.
Do not use years of experience as the only indicator of competence.
5. Competencies and Success Factors
Develop both:
Technical Competencies
Behavioural Competencies
For every competency define:
- purpose;
- expected proficiency;
- observable behaviours;
- assessment methods.
Include success factors that describe how excellent performance would be demonstrated.
6. Working Environment and Employment Information
Describe:
- work location;
- remote or hybrid expectations;
- travel requirements;
- working hours;
- equipment provided;
- physical requirements where genuinely necessary;
- safety considerations;
- accessibility considerations;
- reporting structure;
- career progression opportunities.
Clearly distinguish mandatory job requirements from organizational preferences.
7. Compensation, Benefits and Employer Value Proposition
Where compensation information is available, present:
- salary range or approved salary placeholder;
- bonus or incentive information;
- employment type;
- benefits summary;
- leave provisions;
- learning and development opportunities;
- career progression opportunities;
- professional certifications supported by the organization.
Where compensation has not yet been approved, clearly indicate placeholders rather than inventing figures.
Develop a concise Employer Value Proposition (EVP) highlighting:
- purpose of the role;
- opportunities for growth;
- collaborative environment;
- organizational mission;
- employee development;
- flexibility where applicable.
Do not exaggerate benefits or make unsupported employer-brand claims.
8. ATS and Recruitment Optimization
Optimize the Job Description for Applicant Tracking Systems (ATS).
Include:
- role-specific keywords;
- alternative job titles where appropriate;
- important technical skills;
- software, certifications, licences, and tools;
- industry terminology;
- concise paragraph structure;
- scannable bullet points;
- search-friendly headings.
Generate:
• Internal HR Version
• External Career Portal Version
Ensure both versions communicate identical role expectations while using language appropriate for their audience.
9. Inclusive Language and Accessibility Review
Review the completed Job Description for:
- gender-coded language;
- age-coded language;
- unnecessarily restrictive wording;
- biased educational requirements;
- unnecessary years-of-experience requirements;
- inaccessible wording;
- vague responsibilities;
- duplicated responsibilities.
Recommend more inclusive alternatives wherever improvements are possible.
Ensure the Job Description focuses only on job-related requirements.
Do not infer or request protected personal characteristics.
10. Job Description Quality Audit
Perform a professional quality review using the following framework.
Evaluate:
- Business Alignment
- Role Clarity
- Responsibility Structure
- Competency Definition
- Candidate Appeal
- ATS Readiness
- Inclusive Language
- Readability
- Employer Branding
- Overall Professional Quality
Assign each category a score out of 10.
Then calculate an Overall Quality Score out of 100.
For every category provide:
- strengths;
- improvement opportunities;
- recommended actions.
11. Recommendations and Validation Checklist
Provide a concise improvement plan before publication.
Include recommendations for:
- HR review;
- Hiring Manager review;
- Compensation approval;
- Legal or Compliance review (where required);
- Accessibility review;
- Employer Branding review.
Clearly distinguish:
- mandatory revisions;
- recommended improvements;
- optional enhancements.
Do not claim legal compliance without qualified review.
12. Final Deliverables
Present the completed work using the selected output format.
Include:
- Executive Role Overview;
- Professional Job Description;
- Essential Functions;
- Competency Framework;
- Candidate Requirements;
- Working Environment;
- Employer Value Proposition;
- ATS-Optimized Version;
- Internal HR Version;
- External Career Site Version;
- Inclusive Language Review;
- Job Description Quality Audit;
- Validation Checklist;
- Recommended Next Actions.
Do not fabricate organizational policies, salary information, benefits, legal requirements, or business objectives.
Clearly identify assumptions, placeholders, and items requiring management approval.Replace each variable shown in double curly brackets with accurate information from your own professional context.
{{organization_context}}
Example: Describe the organization, industry, size, mission, products or services, culture, workplace model, and strategic priorities.
Provide verified organizational information rather than marketing language.
{{position_information}}
Example: Enter the job title, purpose of the role, principal responsibilities, seniority level, employment type, and expected business outcomes.
Focus on measurable business outcomes rather than generic job descriptions.
{{department_information}}
Example: Describe the department, reporting manager, team size, internal stakeholders, external stakeholders, and collaboration requirements.
Describe how this role fits into the organization.
{{business_objectives}}
Example: Describe why this position exists, the problems it solves, departmental goals, expected KPIs, and strategic priorities.
This information allows the AI to connect responsibilities with business outcomes.
{{employment_conditions}}
Example: Describe work location, remote or hybrid policy, travel expectations, working hours, salary information (if approved), benefits, equipment provided, and physical requirements.
Unknown information should be left blank rather than estimated.
{{compliance_context}}
Example: Describe applicable employment policies, accessibility requirements, equal opportunity policies, industry regulations, AI governance requirements, and approval processes.
Do not include confidential employee or candidate information.
{{output_format}}
Select the version that best fits your intended use.
A professional, ATS-ready, and business-aligned Job Description containing an executive role overview, role mission, measurable business outcomes, structured responsibilities, competency framework, candidate requirements, working environment, employer value proposition, ATS-optimized version, inclusive language review, quality audit, validation checklist, and publication-ready deliverables.
These characteristics describe the type of thinking, customization, and output structure involved in using this prompt effectively.
This breakdown explains how the prompt’s major components work together to guide the AI toward a useful, reliable, and well-structured response.
Positions the AI as an experienced HR Business Partner, Talent Acquisition Consultant, Organizational Development Specialist, and Employer Branding Advisor capable of producing publication-ready job descriptions aligned with business objectives and recruitment best practices.
Defines the organization, position, department, reporting relationships, business goals, employment conditions, workplace model, and compliance context before generating the Job Description.
Develops a complete professional Job Description covering business purpose, responsibilities, competencies, candidate requirements, employment information, ATS optimization, employer branding, accessibility, quality assurance, and publication readiness.
Prevents discriminatory wording, unsupported employer claims, unnecessary qualification barriers, fabricated salary or benefit information, vague responsibilities, and unverified legal or compliance statements.
Produces an Executive Role Overview, Professional Job Description, competency framework, candidate requirements, employment details, ATS-ready version, internal HR version, external career portal version, inclusive language review, quality audit, validation checklist, and publication recommendations.
Organization information, position information, department structure, business objectives, employment conditions, compliance context, and preferred output format.
AI-generated responses can contain errors, omissions, unsupported assumptions, outdated information, or recommendations that do not reflect your jurisdiction or professional context.
Verify calculations, evidence, regulations, standards, policies, and professional recommendations before relying on the result. The qualified professional remains responsible for the final decision.
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