AI Prompts HR Teams Can Use to Write Clear, Inclusive Job Descriptions

AI prompts for HR to optimize job descriptions

Clear job descriptions bring better applicants, less noise, and faster hiring. Use AI as your drafting partner to polish the role, remove bias, and turn long lists into sharp, outcome-focused posts.

The prompts below are practical, copy-and-paste ready, and built for HR teams under time pressure. Adjust the inputs, keep your voice, and set guardrails for accuracy.

How to brief your AI tool (so it actually helps)

• Context: company, team, role level, location, compensation approach, hiring timeline.
• Inputs: the messy JD draft, top 5 responsibilities, must-have vs. nice-to-have, benefits, approval limits.
• Constraints: tone (plain, inclusive), length (word count), structure (headline, summary, 5 bullets, etc.).
• Compliance: ask for unbiased, inclusive language and ADA-friendly phrasing.

Prompts to clarify the role and outcomes

• "Rewrite this job description for clarity. Keep it under 350 words, add a 2-sentence summary, and list exactly five core outcomes the person will deliver in the first 6 months. Use plain language. Input: [paste current JD]."
• "Convert responsibilities into outcome statements using 'so that' to tie actions to impact. Keep each line under 18 words. Input: [responsibilities list]."
• "Create three versions of a sharper job title that candidates will search for. Keep titles standard, not trendy. Input: [current title + keywords]."

Prompts to separate must-haves from nice-to-haves

• "From this JD, extract skills into two lists: must-have (hire/no-hire) and nice-to-have (trainable). Limit to 7 must-haves. Input: [paste JD]."
• "Suggest skill equivalencies for candidates from adjacent backgrounds. Format: Skill → Acceptable substitutes. Input: [skills list]."

Prompts to reduce bias and improve inclusivity

• "Identify and replace gender-coded, age-coded, or ableist terms. Suggest neutral alternatives and rewrite the JD. Keep the voice warm and direct. Input: [paste JD]."
• "Add an accessibility statement and clear accommodation process in two sentences. Input: [company policy or blank]."

If you need reference points for inclusive wording and job ad fairness, review guidance from the U.S. EEOC.

Prompts for compensation and benefits clarity

• "Draft a compensation section with a transparent range, bonus/equity notes, and how pay is determined (skills, location, experience). Keep to 3 sentences. Inputs: [range], [pay factors]."
• "Rewrite benefits into candidate-friendly copy. Group by health, time off, financial, growth. Limit to 6 bullets. Input: [benefits details]."

Prompts for SEO and job board performance

• "Suggest the top 12 keywords candidates use for this role. Blend them into the JD naturally without stuffing. Input: [role + industry + location]."
• "Write a 140-character meta description and a 70-character page title for the job post. Input: [role + company + location]."

Prompts to tighten structure and readability

• "Rewrite at an 8th-grade reading level without dumbing down the content. Short sentences. Active voice. Input: [paste JD]."
• "Create a scannable layout: 1-sentence hook, 5 outcomes, 6 responsibilities, 7 must-have skills, 5 nice-to-haves, benefits, pay, application steps. Input: [JD details]."

Prompts to align with internal equity and leveling

• "Map this JD to our internal level framework. Flag any scope or title inflation. Suggest fixes. Inputs: [JD], [leveling guide summary]."
• "Check consistency of scope, title, and pay range across similar roles. Note mismatches in one short paragraph. Inputs: [this JD], [two comparable JDs]."

Prompts to set fair, clear requirements

• "Turn degree requirements into skill-based alternatives. Keep the bar high but open. Format: Degree → Skills/experience equivalents. Input: [requirements]."
• "Replace years-of-experience with competency examples and portfolio signals. Cap at 5 bullets. Input: [current requirement lines]."

For task and skill references, pull from O*NET OnLine and adapt to your context.

Prompts for location, schedule, and flexibility

• "Write a clear location and flexibility section (onsite/hybrid/remote). Include time zone expectations, travel %, and equipment support. 3 sentences max. Inputs: [policy], [time zones], [travel]."
• "Add an interview process overview in 4 bullets with steps, owners, and expected timelines. Input: [process details]."

Prompts for job ad headlines and summaries

• "Write five job ad headlines (max 55 characters) that state scope and impact, not hype. Input: [role + key outcome]."
• "Draft a 3-sentence summary that answers: what you'll do, why it matters, who you'll work with. Input: [JD highlights]."

Prompts for compliance and clarity checks

• "Run a compliance pass for discriminatory wording. List risks and provide safer alternatives. Input: [JD]."
• "Add a simple EEO statement and application accommodation line in plain English. Keep it friendly, not legalese. Input: [current policy or blank]."

Quality checks before you post

• Is the title standard and searchable?
• Are outcomes clear and measurable?
• Do must-haves fit the pay and level?
• Is the language inclusive and readable?
• Is the compensation range visible and defensible?
• Would a qualified candidate know how to apply in under 60 seconds?

Simple workflow you can reuse

• Paste the messy JD and run the "clarity + outcomes" prompt.
• Split requirements into must-have vs nice-to-have.
• Run the bias/inclusion prompt and apply fixes.
• Add compensation, benefits, and flexibility sections.
• Run the SEO + readability prompts.
• Finish with the compliance check and post.

Want to go deeper on prompts and hiring workflows?

If you're training your team on practical prompt patterns for HR, these resources can help:

• Prompt engineering guides
• AI courses by job function

Your JD is a filter. Make it clear, fair, and outcome-driven, and the right people will spot themselves in it-and apply.