Job Description Generator

What Is a Job Description Generator?

A job description generator is a tool that helps recruiters and hiring managers create professional, structured job descriptions quickly. Instead of starting from a blank page or copying outdated templates, a JD generator produces a complete job description based on your inputs: job title, responsibilities, required skills, and company details.

Writing job descriptions is one of the most time-consuming tasks in recruiting. Studies show that the average job description takes 30 to 60 minutes to write from scratch. Multiply that by the dozens of roles most companies hire for each quarter, and you're looking at significant time investment. A job description generator cuts that time to minutes while ensuring consistency across your job postings.

Why Inclusive Language Matters in Job Descriptions

Research from multiple studies, including work by Textio and the Journal of Personality and Social Psychology, shows that the language used in job descriptions directly impacts who applies. Gendered language, unnecessarily aggressive terms, and biased phrasing can discourage qualified candidates from applying.

For example, words like "rockstar", "ninja", "dominant", and "aggressive" tend to discourage women and non-binary candidates from applying. Similarly, phrases like "young and dynamic team" can be age-discriminatory, while "native English speaker" excludes qualified multilingual professionals. Our built-in bias checker scans your inputs and flags these issues before you publish.

Inclusive job descriptions aren't just the ethical choice. They're the strategic choice. Companies that use inclusive language in their job postings see up to 42% more applications and a more diverse candidate pool, according to LinkedIn's Global Talent Trends report.

Job Description Template: Best Practices

A well-structured job description follows a proven format that candidates expect and search engines reward:

• About the Role: A brief, engaging overview of the position and its impact on the organization. This section should sell the opportunity, not just list facts.
• Responsibilities: Clear, specific duties the person will perform. Use action verbs and avoid vague phrases like "other duties as assigned" which can signal disorganization.
• Requirements: The essential skills and qualifications. Be honest about what's truly required versus what's nice to have. Overloading this section is the number one reason qualified candidates don't apply.
• Nice to Have: Additional skills that would be beneficial but aren't dealbreakers. This signals flexibility and encourages more candidates to apply.
• What We Offer: Benefits, perks, and growth opportunities. Candidates increasingly evaluate companies based on culture and benefits, not just salary.

How to Write Better Job Descriptions

Beyond structure, the quality of your job description depends on several factors. Keep paragraphs short and scannable. Most candidates spend less than 60 seconds reading a job posting before deciding whether to apply. Use bullet points for responsibilities and requirements. Include salary ranges where possible, as job postings with salary information get significantly more applications.

Avoid jargon and internal terminology that external candidates won't understand. If your company calls the engineering team "the dream factory", that's great for internal culture, but confusing in a job posting. Be specific about the tech stack, tools, and methodologies used. Candidates want to know if they'll be working with technologies they're familiar with or excited to learn.

Finally, keep your requirements realistic. Research shows that women are less likely to apply unless they meet 100% of the listed requirements, while men typically apply when meeting about 60%. By separating "must have" from "nice to have" skills, you encourage a broader, more diverse applicant pool without compromising on your core needs.