Write a job description with AI, starting from a few lines

Where writing a job posting gets stuck

• The blank page. You know who you're looking for, but writing it down clearly and attractively takes longer than you'd think.
• Vague postings. A list of generic qualities attracts lots of applications, and very few that fit the role.
• A posting disconnected from selection. The criteria written in the ad aren't the ones used later to screen resumes, then to evaluate in interviews.

How Delectus helps you write it

1. You describe the need. A few lines are enough: the context, the team, what the person will do day to day.
2. The AI structures the posting. It drafts the responsibilities, the profile you're after, the must-have and nice-to-have skills, and the role's benefits.
3. You adjust and approve. Every part can be edited. The criteria you keep become the ones used for resume screening and the interview kit.

Job posting: before and after a rewrite

The same information, rewritten for the candidate reading the posting.

What candidates look for in a job description

Candidates read a job posting with four questions in mind. What will I do? Am I qualified? Under what conditions? What happens next? An effective posting answers each one without making them guess.

In practice, that means a job title candidates actually search for, three to five concrete responsibilities rather than a list of tasks, must-have skills clearly separated from nice-to-haves, the setup (location, remote work, contract type, salary range) and the hiring process with its timeline.

Example of a structured job description

Title: Back-End Java Developer. Responsibilities: design and evolve the platform's APIs, improve performance, take part in code reviews. Must-have: three years of experience with Java and Spring, hands-on with relational databases. Nice-to-have: cloud experience. Setup: Lyon, two days of remote work per week, permanent contract, salary range stated. Hiring process: a phone call, a technical interview, a meeting with the team.

Nothing spectacular in that text, and that's on purpose. Each part answers a candidate's question, and each criterion can be checked later, during prescreening or the interview.

How to write a job description, step by step

Whether you start from a blank page or from the AI's draft, the method is the same.

• Check with the hiring manager why the role is open and what the person needs to achieve in their first six months
• Pick a job title candidates actually type into job search engines
• Write three to five responsibilities, each with an action verb and a concrete object
• Clearly separate must-have skills from nice-to-haves
• Spell out the location, remote work, contract type and pay
• Describe the hiring steps and how long a reply will take
• Reread the posting as a candidate who doesn't know the company

Choosing the job title

The job title is the first filter. It's what candidates click on, and what job boards match against searches. Use the standard title for the job rather than an internal or creative one: “Accounts Payable Specialist” rather than “Guardian of Cash Flow.” Add the detail that helps, like the technology or the industry, and keep the title gender-neutral.

Job description, job posting and selection criteria

The internal job description describes the role inside the company. The job posting is the version written for candidates. The selection criteria translate the posting into things to verify, and they're what resume screening and interviews rely on.

When these three documents say the same thing, hiring stays consistent from start to finish. More often than not, they drift apart within a few weeks, because each was written at a different time by a different person.

A job posting that drives the whole hiring process

In Delectus, the posting isn't a stand-alone text you publish and forget. The criteria you approve are used to rank every resume, with the reasons for the ranking. They also become the questions the prescreening agents ask. The SMS agent asks them in writing, by text or WhatsApp, and the voice agent over the phone, with follow-ups if the candidate doesn't reply. The answers land neatly in the candidate profile.

Finally, the posting is the basis for the interview kit, which holds the role's questions and their scoring criteria. A posting that's precise about availability, location, must-have skills or pay therefore leads to precise prescreening conversations and interviews that are easy to compare.

Using AI to write without losing your voice

The AI produces a clear, complete starting point. Reread it to add what it can't know: the team's culture, a concrete project coming up, what makes this role different from others. Those details are often what make people want to apply.

Adapting the job posting to each channel

The content stays the same, but the presentation changes depending on where the posting goes. On a job board, post the full, structured version. On a professional network, a few lines that spark interest are enough, with a link to the posting. On your careers page, the full posting benefits from more about the team: its project, its tools and how it works.

Rules to know before publishing a job posting

In France, a job posting must be written in French, cannot include any discriminatory criteria and must describe a role that's genuinely open. The information then requested from candidates must have a direct and necessary link to the role, as the French Labor Code requires.

These rules apply whatever the tool. A posting drafted by AI gets reviewed to the same standard as one written by hand.

Wording to avoid in a job posting

Some phrases look harmless and still cause problems.

• An age limit, or phrases like “recent graduate” when they exclude people by age
• A preference tied to sex, national origin, family status or appearance
• A language requirement that has nothing to do with the role
• A gendered job title, when a neutral one such as “salesperson” instead of “salesman” works just as well

Frequently asked questions