Hero Image

How to Use AI to Write Better Job Descriptions (Without Losing the Human Touch)

Writing job descriptions that attract the right candidates is harder than it looks. Between balancing clarity, tone, and inclusivity, it’s easy to end up with something that sounds either too generic or too technical.  

That’s why many hiring managers are starting to lean on AI tools to help. Platforms like ChatGPT, Textio, and Jasper can help speed up the process by offering structure, removing bias, and generating clear, well-written content. But while AI can do a lot of the heavy lifting, human oversight is still essential. Let’s take a look at how to balance using AI and the human touch when writing job descriptions. 

1. Define the Role Before You Prompt

Before you even open ChatGPT, get clear on the basics of the role: 

  • What’s the actual purpose of this role?  
  • What are the top 4-5 things this person will own? 
  • What soft skills or working styles are important to be successful? 

A strong foundation will help you write a more specific prompt—and will save time on editing later. 

Example prompt: “Write a job description for a remote Marketing Manager. Include responsibilities like campaign strategy, content planning, and team collaboration. Use a warm, inclusive tone that reflects a results-oriented but supportive culture.”  

2. Let AI Generate a Draft—Then Edit for Tone

AI does well with structure. It’ll give you a clean outline and basic language. But the first draft often sounds very robotic or too formal, so go through and make sure it sounds like you. 

AI Version: 

“We are seeking a Marketing Manager to join our team. You will be responsible for leading campaigns and coordinating with other departments.” 

After Editing: 

“We’re looking for a Marketing Manager who loves turning ideas into impactful campaigns. You’ll lead cross-functional initiatives, guide content strategy, and help drive growth across various channels—all while keeping our messaging on-brand.”

3. Add Human Insight 

This is where the real magic happens. AI can give you the bones, but only you can speak to what makes the role (and your team) unique. 

Ask yourself: 

  • What kind of campaigns will this person lead? 
  • What’s your team’s pace and style? 
  • How do you support feedback, growth, and collaboration? 

Too vague: “Manage marketing strategy across channels.” 

Stronger: “You’ll lead integrated campaigns from strategy to execution—partnering with content, design, and product teams to launch initiatives that drive engagement and brand awareness.” 

4. Check for Bias  

AI can help catch biased language—but it still misses things.  

Watch out for: 

  • Terms like “rockstar,” “ninja,” or “digital native” 
  • Phrases that skew young or exclusionary 
  • Requiring 10+ years for mid-level roles 

And keep your tools list realistic. While it’s okay to list a couple of requirements, try to avoid listing out every possible tool someone could need to know.  

Too much: 

“Hubspot, Marketo, Salesforce, Google Analytics, SEMrush, Hootsuite, Asana, Trello.” 

Better: 

“Experience with marketing automation tools (we use HubSpot) and comfort analyzing campaign performance with tools like Google Analytics.” 

5. Make Sure It Feels Human 

Before you hit publish on your job post, do one final check and ask yourself: 

  • Does this sound like us? 
  • Is the tone warm and approachable? 
  • Does it tell the candidate what they can expect? 
  • Would I want to apply if I were reading this? 

Why Human Touch Matters 

AI can make your process more efficient—but it can’t replicate your understanding of your team, company culture, or what makes a candidate successful in the long run. At the end of the day, job descriptions are more than just a list of duties. They’re a window into what it’s like to work with you. That kind of insight comes from real people, not algorithms. 

Let AI help you write smarter and faster—but always keep the final say.