As the CEO of JDXpert, I believe that AI has the potential to revolutionize the way we approach HR, especially when it comes to writing job descriptions. With the help of AI, we can develop more accurate and effective job descriptions that can better match the skills of the jobseekers to the jobs that we offer. This automation technology can help us remove unconscious biases that can affect the language we use in writing and eliminate gendered language that may discourage women from applying.
Furthermore, AI can also help us analyze the language in past successful job descriptions and extract keywords, which can be useful in creating new job descriptions that fit the company culture, values and attracts a diverse pool of candidates. With the power of AI-driven job description management, I am confident that JDXpert can lead the way in helping businesses of all sizes to hire the best talent for their needs.
The first two paragraphs above are an AI output. We briefly told it what we wanted it to write, and that’s what we got. Not bad, if a little dry! The AI engine seems to have a pretty good understanding of what we do and our authority in the job description management space.
But with the rise of Open AI ChatCPT and all the other AI solutions coming to the table, the question on everyone’s minds is, will AI replace the need for a job description solution?
In short, the answer is “no.” However, it will undoubtedly enhance what we’re capable of in job description creation and management, making these tasks simpler and faster.
How Can We Make Job Description Management Easier?
Most HR professionals will agree—the most challenging part of writing a job description is getting started. The curse of the blank page never fails to prevent these tasks from getting done quickly. As a result, many HR people resort to cutting and pasting job description information they find on the web, which is not exactly an ideal way to operate.
Job descriptions need to be compliant, up to date, and accurately reflect what the role involves. And while we can generalize about certain positions and jobs, grabbing this information from another company’s posting doesn’t provide you with the best possible results.
Bottom line? Considering today’s talent shortage, no company can afford to miss out on attracting the right people. Without the right job description, opportunities are missed, and continuity is at risk.
But creating an accurate job description is not a simple task—and there’s a lot of pressure to stay current, compliant, and generally get it done yesterday. On any given day, HR is stressed to respond to myriad tasks, so anything that shortens their timelines is valuable.
This is where AI shines. It’s not the be-all-end-all replacement for job description creation and management, but it can certainly help accelerate the result. Human oversight will always be critical for several reasons.
How AI Helps HR
AI isn’t new. Whether or not you realize it, we all use the technology daily. If you browse the internet, use loyalty apps, bank online, or access any company’s automated customer service features, you use AI.
IBM’s AI Adoption Index 2022 estimates that more than a third of all companies in the US have already implemented AI to automate processes in their organizations. The pandemic accelerated AI usage, with more than half of global companies rolling out AI to fill gaps left by staffing shortages, reduce costs, and improve efficiencies.
Recent advancements in AI make it easier for companies to deploy these solutions. Mounting competition and consumer demand continue to drive adoption.
AI is already quite common in HR for screening purposes, helping hiring managers shortlist candidates based on keywords and other established criteria. AI also helps identify candidates that might not have applied for a position, scouring LinkedIn profiles and posted CVs for specific attributes.
But as helpful as these functions may be—especially when assessing hundreds of applicants—bots don’t pick up on nuances and qualities that might be desirable outside of the stated job requirements. AI screening may miss excellent candidates, so HR can’t simply hand this task over without oversight.
Creating Job Descriptions With AI
As for how AI helps create job descriptions, let’s consider the workflow.
Usually, the hiring manager or department head puts together a job description based on what they believe the job entails, adding company standards, technical skills, and legal requirements, if applicable.
Based on known quantities, you could easily command an AI to write you a decent enough job description.
Example of an AI-Written JD
We asked an AI to write a job description for an office manager at a healthcare organization. Here’s what we got:
Office Manager – Healthcare
The Office Manager is responsible for overseeing the administrative operations of a healthcare organization. This includes managing staff, scheduling appointments, and ensuring that all office operations are running smoothly. The successful candidate will be organized, detail-oriented, and have excellent communication skills.
Responsibilities:
- Manage staff and ensure that all tasks are completed in a timely manner
- Schedule appointments and manage patient records
- Ensure compliance with all applicable laws and regulations
- Oversee the day-to-day operations of the office, including ordering supplies, filing paperwork, etc.
- Handle customer inquiries in a professional manner
- Develop and implement policies and procedures to ensure efficiency
- Maintain accurate financial records and prepare reports as needed
- Monitor budgets to ensure cost effectiveness
Requirements:
- Bachelor’s degree in health care administration or related field
- At least five years of experience in an office management role
- Knowledge of applicable laws and regulations related to healthcare organizations
- Excellent organizational skills with attention to detail
- Strong communication skills both verbal and written
That took about ten seconds. However, it tells us nothing about the company, the working environment, the physical aspects of the job, or where the job is to be performed. It also mentions a degree—which may not be necessary. If that detail were present in the job posting, it would cause good candidates to self-eliminate.
It also misses some key elements that most candidates today feel strongly about, such as the company’s mission, diversity, equity, and inclusion (DEI) commitment, and whether the job has flexible hours or can be performed remotely.
So, while it’s a good start, you need to supplement the output with strategic analysis to eliminate potentially biased language and to illustrate what it’s like to work for your company.
Final Thoughts
In conclusion, though AI is groundbreaking, especially in the earliest stages of writing job descriptions, it is no replacement for internal reviews. When reviewing, HR personnel can interject company goals, ethos, and structure to align the JD more closely to the company’s culture.
As mentioned in a previous blog post, generic job descriptions leave much to be desired.
We are currently in development with an AI component that we plan to deploy to our already massive content library. This strategy and our curated content of thousands of job descriptions will enable HR to develop high-quality job descriptions that help them achieve the desired results.
Today’s HR professionals are pressured to recruit and retain top talent, provide equitable and competitive compensation packages, constructive performance check-ins, and satisfy social and legal responsibilities. While these aspects make job description creation more challenging, we are working around the clock to innovate solutions, like AI, to lighten the load.
Follow our blog for updates on new AI functionality.