HR Prompts for Creating Job Descriptions

In this article, I won’t explain what a job description is. Instead, I’ll focus on how to create a proper one, because let’s be honest, it’s often the most neglected document in a company. A well-crafted job description (JD) is the cornerstone of most HR processes. Without it, you can’t plan recruitment, onboarding, define progression opportunities, or set performance management goals.

In practice, JDs are often created under pressure—between meetings, copied from a previous version, or based on a vague idea of “what should probably be in there.” Yet, it’s the JD that helps keep everyone on track. It clearly outlines the job’s duties, who is responsible for what, and what the expectations are—for the employee, their manager, and the entire HR team.

This is where artificial intelligence can help. When it knows what you want, AI can prepare a job description quickly, clearly, and in a structure that makes sense. It doesn’t handle your strategy or core content, but it saves you time and provides a draft that’s easy to build on.

All it takes are a few well-chosen sentences, or prompts, and you have a ready-made draft that you can edit and use across your HR agenda. In this article, I’ll show you how.

A well-crafted job description is not only for internal Human Resources processes but is also crucial for external use. It serves as the foundation for a clear job posting on various job boards and on a company’s Branded Careers Portal. Using standardized job description templates can help maintain consistency across all roles and platforms.

How to Create a Quality Job Description

Let’s take a closer look at what a JD should look like to be useful not just for recruitment, but for everyday practice. It doesn’t have to be a long document. But the more clearly it’s written, the easier it is to set expectations and make decisions. So, what should it definitely include?

• Position Title – It should be understandable and consistent with both company terminology and the job market.
  ✔️ HR Manager
  ❌ People Ninja, Captain of Human Potential
  A witty title might work in a job ad, but in a JD, its main purpose should be clarity and orientation.
• Role Summary – What is the main purpose and contribution of the position? Why does it exist? What is its goal within the team or company? This section should capture the essence of the role’s main duties.
• Organizational Placement – Where does the role fit into the organizational ecosystem? Which department does it belong to, who does it report to, and with whom does it collaborate?
• Key Responsibilities – What will the person actually do? This section details the core roles and responsibilities, including specific daily tasks. It should contain actionable points, not vague phrases like “support HR agenda,” but rather “coordinate recruitment interviews.”
• Requirements – What must the person in this position be able to do or know to handle the assigned tasks? What are the “must-haves” versus the “nice-to-haves”? These requirements form the basis of the selection criteria used to evaluate candidates.
• Key Competencies – What is expected of the person in terms of their approach and work style?
• Working Conditions – What is the employment type, and where and how will the person work? Full-time? Hybrid? Remote?
• Tools and Systems Used – What technologies, software, or systems are necessary for performing the job? What will they use daily?

And one important final note: a JD is a living document. With every new hire or team change, it’s worth reviewing, editing, updating, and adapting it to what’s happening in practice. This keeps reality and expectations in balance.

Beyond the Basics: Practical and Candidate-Facing Details

To attract qualified applicants, a comprehensive job description should also include practical information like the salary range, which is often based on internal and external salary data, and the type of contract of employment. Outlining clear progression opportunities and a clear person specification with the main duties and job responsibilities also helps set expectations from the very beginning.

Example: Job Description for an HR Manager at Hippo Inc.

Category	Description
Position Title	HR Manager
Role Summary	As the HR Manager, you will lead the entire HR agenda across the Hrošík company—from recruitment and development to company culture. You will be a partner to management, a support for team leaders, and the link between HR strategy and day-to-day operations. Your goal is to create an environment where people know what is expected of them, can grow, and work with respect and purpose.
Organizational Placement	Department: HR Reports to: CEO Collaborates with: Production management, Finance Manager, Team Leaders, external Payroll Accountant
Key Responsibilities	– Co-creating and implementing the company’s HR strategy in line with business goals – Actively serving as a business partner to management and key managers – Managing the A-to-Z recruitment process (including collaboration with agencies and job portals) – Setting up and continuously improving onboarding and adaptation plans – Managing and administering employment documentation in collaboration with the external payroll accountant – Creating and facilitating training and development activities for individuals and teams – Collaborating on shaping and maintaining company culture, rituals, and internal communication – Supporting management in performance evaluations, goal setting, and feedback – Monitoring HR trends and proposing process improvements across the employee journey
Requirements	– A minimum of 3 years of experience in a broad HR role (ideally in an SME or manufacturing environment) – Good knowledge of labor law – Experience with HR project management, policy creation, recruitment, and onboarding – Ability to independently manage the HR agenda, as well as collaborate with management – Practical experience with cross-company communication, ideally in a fast-paced environment
Key Competencies	– Communication Skills: You communicate clearly and respectfully with people across all levels. – Strategic Thinking: You see the impact of HR decisions on the company’s operations. – Organizational Skills: You can plan, prioritize, and follow through. – Empathy and Trustworthiness: People approach you with confidence, knowing you will help or advise them. – Initiative and Solution-Oriented: You don’t let issues linger; you find solutions and are not afraid of change.
Working Conditions	Contract: Full-time Work Model: Hybrid – 3 days in the office, 2 days remote Location: Hradec Králové
Tools and Systems Used	Sloneek HRIS, Google Workspace, Indeed, LinkedIn, MS Teams, Canva (for internal communication and employer branding), Trello (for project organization), intranet

How to Write a Great Prompt

If you haven’t worked with AI before, the word “prompt” might sound a bit technical. A prompt is simply the instruction you give to an AI. It’s the command based on which the AI generates an output. And because AI doesn’t know the reality of your company or your expectations, a simple rule applies: what you don’t ask for, you don’t get.

Writing a prompt is like assigning a task to a colleague. If you just tell them to “do something,” you’ll get a result that’s more of a guess than an answer. But if you describe exactly what, why, and how, you have a high chance of getting back work you can use immediately. It works exactly the same with AI.

The more specific, contextual, and structured the instruction, the more useful the output will be. In HR, this is doubly true—every company, every position, and every culture is different. Mastering prompt creation is key for modern HR professionals. A well-formed ChatGPT job description prompt, part of a broader set of chat gpt prompts for recruiters, can turn a generic AI job description generator into a powerful, specialized tool that saves time and improves quality.

Prompt Quality = Output Quality

✅ A Good Prompt for a JD:

“Create a job description for a Project Manager position at an IT company with 60 employees based in Plzen. The role is senior and reports directly to the CTO. The Project Manager will be responsible for leading the development of internal tools, collaborating with developers, and communicating with the sales team. The work is hybrid, with 2 days remote and 3 days in the office. The text should be in English, in a formal tone, and structured as a table.”

➡️ Result?
An output with a clear structure and substance. It reflects the company’s reality, the nature of the job, and the communication style. The AI knows what to deliver, and you get a text that just needs a final polish.

❌ A Bad Prompt for a JD:

“Write a JD for a Project Manager.”

➡️ Result?
A generic description that looks like a universal template—one that could just as easily be used for a 500-person logistics company.

Why is this a problem from an HR perspective?

Such a text lacks context, specificity, and personality. It’s not clear what type of projects the PM will manage, with whom they will collaborate, at what level they will operate, or what is key in that particular company. The output then fails to match the company’s reality or the expectations you truly have for the role.

Essentials of a Good Prompt

• What the AI should create – an article, JD, checklist, table?
  👉 Why: Without this, the AI doesn’t know what format to work in.
• Who the output is for – target audience, role level, context.
  👉 Why: A text for managers will look different from one for juniors.
• The context of the environment – industry, company size, situation, culture.
  👉 Why: Without context, you’ll get a universal template that doesn’t fit anyone well.
• The required structure – e.g., introductory paragraph, responsibilities, requirements, conditions.
  👉 Why: If you don’t specify this, the AI will return a block of text that’s hard to edit.
• The tone of communication – formal, friendly, HR branding.
  👉 Why: The style determines whether the text fits your company’s language.
• Language and length – English or another language? Brief or detailed?
  👉 Why: The instruction “write an article” could mean 5 sentences or 5 pages.

The Most Common Mistakes in Prompts

• A prompt without context – The AI doesn’t know the situation in which you’ll use the text. The result is often generic and not very useful.
• Vague phrasing – “Write something about a trend in HR” or “Create a presentation” is too non-specific. The AI won’t understand the goal.
• Missing structure – If you don’t specify that you want bullet points, a table, or subheadings, the AI will return a single block of text.
• Unspecified tone of communication – The resulting style can be too formal, too casual, or completely out of sync with your organization’s language.
• No validation or editing – Automatically copying the output into practice is risky, as the text may contain inaccuracies or misalignments with reality.
• Forgetting to consult an expert – AI can handle structure and language, but the know-how (such as the details of a specific role or process) must come from a human.

Examples of Flawed Prompts for a JD

❌ “Write me a job description for an Operations Manager.”
➡️ A completely bare prompt—no industry, level, or context. The output will be generic and unusable.

❌ “Create a job description for a Marketing Manager.”
➡️ Still too generic. It doesn’t specify the focus. Is it a Marketing Strategist focused on overall planning, a Content Editor working on blog posts, or someone specialized in social media, email marketing, or demand generation?

❌ “Write a JD for a Customer Service Specialist who will communicate with customers daily by phone and email.”
➡️ The communication channels are mentioned, but crucial details are still missing: language proficiency, product/service type, whether it’s a junior or senior role, and what KPIs will measure performance. A role like a Reservation Agent would have very different specifics than a B2B support specialist.

❌ HR Business Partner
“Write a JD for an HR Business Partner who will lead a small team and collaborate with company management.”
➡️ This prompt is getting closer to reality, but it’s still not specific enough. How many people will be on the team? What areas of HR will they be responsible for (recruitment, development, union relations)? In what size company and in which sector will they operate? Without this, the output is just a generic template.

❌ Administrative Assistant
“Make a JD for an administrative assistant who will support the office and handle administrative tasks.”
➡️ The description suggests two areas of work but doesn’t say if it’s an assistant to management, an office manager, or a general administrative worker. The location, language requirements, and scope of tasks are missing.

❌ SEO Analyst
“Write a JD for an SEO Analyst and list the responsibilities and requirements.”
➡️ The structure is hinted at, but the content itself is missing—which responsibilities and which requirements. It’s not clear what level of seniority is needed (junior, senior), which team they will join (e.g., business development, content creation), and what KPIs they will be responsible for. The output will be generic.

A Template for a Good Job Description Prompt

This template can be adapted for a wide range of job profiles, from an administrative assistant to a Marketing Strategist. You can try filling it out and feeding it directly into ChatGPT to see what kind of job description you get.

“Create a job description (JD) for the position of [position title] at a [type and size of company].
The position [leads a team of X subordinates / reports to no one / reports to whom?].
The text will be in English, clearly structured in a table.
Include these sections:
Role Summary
Organizational Placement
Key Responsibilities ([add specific responsibilities])
Requirements ([add education, experience, knowledge])
Key Competencies ([add competencies, soft skills])
Working Conditions ([add e.g., working hours, location, work model])
Tools Used ([add systems, software, technologies])
Tone of communication: professional and factual.”

Then you just need to fine-tune the small nuances.

💡 Tip: I personally like to use ChatGPT and have created various custom “models” in it. This means I prepare a basic setup once (context, style, structure), and then I don’t have to describe everything from scratch in every prompt. The model will function as a smart template for creating job descriptions.

For example, a model for creating job descriptions (JDs) for a specific company might look like this:

Model Setup:

“You are an experienced HR specialist writing job descriptions for the company ABC Tech.
The company has 200 employees, operates in the software industry, and has a friendly, informal culture.
Every job description must have this structure:
An introductory paragraph about the role and its purpose (max. 4 sentences)
5-7 key responsibilities (in bullet points)
5 main requirements (must-haves)
3 advantages/nice-to-have requirements
A short paragraph about the company culture and benefits
The style of the text is friendly, concise, and inclusive.
Write in English.”

Thanks to this, all you need to do is write a simple prompt, like:

“Write a JD for a junior salesperson.”
And ChatGPT will automatically create a JD according to the set model, without me having to explain the context, company, or style every time.

Sloneek Intelligence

You now know what a bad prompt looks like and what works. Now imagine you don’t have to try this in different tools and copy texts back and forth. You can handle it all directly within the Sloneek Intelligence work environment.

Sloneek Intelligence uses AI agents that understand the HR context and can help you prepare a JD in minutes. They aren’t just “text generators”; they are set up to speak the language of HR and deliver outputs that make sense in practice. Integrated tools like Sloneek Intelligence go beyond text generation to function as a complete recruitment management system. Such systems streamline the entire process of hiring staff by incorporating features like interview scheduling, automated tasks and actions, and workflows for job board approval.

The prompt could look more or less like this:

“Create a job description (JD) for the position of a fully remote Junior HR Specialist. Include an introductory paragraph, 5 main responsibilities, 5 requirements, and a short paragraph about the company culture.”

And the output? Ready, clear, and immediately usable:

• You can fine-tune it to match your company’s reality.
• Use it as a basis for a job ad, onboarding, or performance review.
• Link it directly to performance management cycles and career paths.
• And always have an up-to-date version of the JD right in Sloneek.

💡 Sloneek Tip: The AI agents in Sloneek won’t do the work for you, but they can speed it up and simplify it. The best result comes when you combine their suggestions with your knowledge of your company.

AI Tools

There are many AI tools on the market today that you can also use in HR. Some of them are free—typically the basic version of ChatGPT. But if you want more reliable and higher-quality outputs, it’s definitely worth investing in a paid account. The difference in speed, accuracy, and capabilities is often significant. When choosing a paid, enterprise-level AI tool, businesses should evaluate solutions based on their specific operational demands, looking for advanced features and the right level of customization. For enhanced security, some vendors offer a single-tenant solution, and pricing models are often based on metrics like the number of users per month, providing a customizable solution to fit company needs.

In addition to the tools themselves, you can also find many libraries with ready-made prompts, especially in English. But we have put together a library of HR prompts for you, which you can find directly on the Sloneek website. In it, you’ll find handy prompts suitable for HR, recruiters, or learning and development specialists. We’ve tested them all, so we know you’ll find them useful in your daily HR practice for roles spanning from a Content Creator to an Account Manager.

👉 And if you want to try out how AI works directly in an HR environment, check out Sloneek Intelligence, which we are now launching and you can test for free.

What to Take Away from This Article

Creating a job description with the help of AI is super fast, but the result will only ever be as good as the prompt you provide. When you tell the AI exactly what you want—the context, role, tone, and format—you’ll get an output that saves you time and stress. If you slack off, it will give you a generic text that simply doesn’t fit your company.

And then there’s the other half of the equation: you. AI can beautifully arrange points and maintain structure, but it doesn’t know your company’s reality, team priorities, or cultural nuances. You have to provide that. That’s why the best combination is AI for speed and clarity, and you for authenticity and accuracy.

If you take away just one thing from this article, let it be this: a great JD isn’t created just by clicking “generate.” It’s created when you combine AI with your own know-how and practical experience. And then you have a tool that works and makes sense not just to you, but to the people who will be working according to it, guiding everything from their daily tasks to their long-term performance management.