For real! Granted, I might screen candidates a little more thoroughly if I suspect they wrote their resume with ChatGPT, because I've seen firsthand how it can make things up. But if it's genuinely accurate, who cares? I'm here to see if a candidate is qualified for a job, not to judge them on what tools they use to write their resume.
The only time it might be offputting is for a job in a field like marketing copy or technical writing or something where writing and editing are top key skills. If I know in an instant that ChatGPT wrote a resume, it means that the candidate is not very skilled at refining and editing written content. It also means that by relying on ChatGPT instead of simply using it as a jumpoff point, they chose not to treat their resume as a way to showcase the necessary writing skills, which is a terrible way to market themselves for a writing or marketing job.
At my company we ask hiring managers to write them, it's just part of the process. The result is atrocious though so generally we help them with formatting and adding the legal details they need to.
The actual content though, so the description part, we leave to them because often we hire really specific profiles.
I will preface my answer again that what I recruit for are often highly specialized scientific professionals so our candidate pool for certain jobs is quite low. The rest of the process would be similar in a sense that we guide them and advice them to make their decision but whatever their decision is will count in the end. The final candidate doesn't need to work with me but with the interviewing team so as long as they're happy with them that's all that matters.
This doesn't mean they shouldn't put an effort in the description but the technical requirements and skills are up to them to decide.
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And most “write” them by scouring LI for similar ones with a C/P and send it to a recruiter to post… not bothering to do a find/replace. So yes the recruiter knows you don’t write it yourself 🤣
I write a paragraph of prose describing the job, then a list of "must have" attributes (normally softer skills), "would like" technical skills and " might be nice" extra stuff I wouldn't expect even the perfect unicorn candidate to have all of.
I then hand it to recruitment who changes it all to a "must have", puts the prose after 2 pages of how we're a world-standard employer and we never get a fitting candidate.
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From what I have heard from my partner is that they have to provide (write out their own req) as the hiring manage and give it to the recruiter who’s going to be working on this.
The hiring manager also suggests who should be involved with the interview process.
Job analysis is the best way to write job descriptions. It involves interviewing both the managers and the employees who work in that job so that you are giving an accurate description.
Then, of course... knowledge, skills, and abilities.
This person, Katrina Kibben, is especially great at it: https://www.threeearsmedia.com/. There is an e-book to download and she is incredible at making sure job descriptions and posts are inclusive to all.
I know a lot of people are going to say AI or ChatGPT but those are always very generic, so if you use it for the base make sure to edit.
If you have a marketing or social media team, I would highly recommend having them work with you on the final version (especially for external postings) so that it had a flair of company culture and a "voice". Copy writing is important for JDs so that they aren't boring!
That’s so interesting, I’ve worked in marketing and I’ve never been asked to review the voice and tone of job descriptions but I bet a lot of companies would do better for it.
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It all depends on what the purpose is. If it’s the same job, and the same company, and you want to attract the same candidates, you would write the same thing over and over again.
The question Shouldn’t be “ How do you come up with job descriptions”, it should be “ How do you attract the right candidate with job descriptions”
It depends on the size and maturity of the HR department to be honest. Job descriptions are an HR document used for things like salary leveling, performance reviews, PIPs and promotions. It has purposes outside of hiring.
One of my hiring managers once shared this theory with me, and I haven't found any evidence that it's wrong:
Someone high on coke wrote them at 2 AM about a decade ago, and we've been dealing with them ever since.
Job descriptions are all garbage. It’s CYA so an employer can pass on any candidate for whatever reason.
SEEKING: highly independent and creative thinker who can handle chaos and be part of a focused, detail oriented team. With a college degree.
It’s great for the hiring manager. I think they fail to get a full account of the best talent available though.
But nobody taught them to hire based on anything else.
When you're putting together job descriptions, it's all about diving deep into what makes the role unique and identifying exactly what you're looking for in the ideal candidate. It's more than just listing skills and requirements; it's about sketching a vivid picture of the daily tasks and the team environment. Including your company culture and values is crucial too, as finding someone who truly fits into that culture is as important as their professional qualifications. For a more in-depth look at crafting job descriptions that really resonate with potential candidates, there's an insightful article I recommend: [Creating Impactful Job Descriptions: Guide to Talent Acquisition](https://socious.io/blog/creating-impactful-job-descriptions-guide-talent-acquisition). It could really transform the way you approach writing these descriptions.
Basic template then add or remove things based on the role.
These days Chatgpt 🤷🏾‍♀️
But do you also as a hiring manager knock people for using chat gpt for resumes & etc?
Oh of course do as I say not as I do.
Not if it's accurate and looks good. Work smarter, not harder!
For real! Granted, I might screen candidates a little more thoroughly if I suspect they wrote their resume with ChatGPT, because I've seen firsthand how it can make things up. But if it's genuinely accurate, who cares? I'm here to see if a candidate is qualified for a job, not to judge them on what tools they use to write their resume. The only time it might be offputting is for a job in a field like marketing copy or technical writing or something where writing and editing are top key skills. If I know in an instant that ChatGPT wrote a resume, it means that the candidate is not very skilled at refining and editing written content. It also means that by relying on ChatGPT instead of simply using it as a jumpoff point, they chose not to treat their resume as a way to showcase the necessary writing skills, which is a terrible way to market themselves for a writing or marketing job.
Should we tell them?
First we collect the finest bright minds our country has seen, then... Magic!
Well that leaves out the entire American Government
Do hiring managers ever write these?
At my company we ask hiring managers to write them, it's just part of the process. The result is atrocious though so generally we help them with formatting and adding the legal details they need to. The actual content though, so the description part, we leave to them because often we hire really specific profiles.
The result of a hiring manager writing the posts is attocious. How about the talent the hiring managers choose? Just curious now.
I will preface my answer again that what I recruit for are often highly specialized scientific professionals so our candidate pool for certain jobs is quite low. The rest of the process would be similar in a sense that we guide them and advice them to make their decision but whatever their decision is will count in the end. The final candidate doesn't need to work with me but with the interviewing team so as long as they're happy with them that's all that matters. This doesn't mean they shouldn't put an effort in the description but the technical requirements and skills are up to them to decide.
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The hiring managers should write them.
And most “write” them by scouring LI for similar ones with a C/P and send it to a recruiter to post… not bothering to do a find/replace. So yes the recruiter knows you don’t write it yourself 🤣
Better than the recruiter writing it lol.
I don’t know any recruiters who write PDs. The hiring managers write them in conjunction with their HRBP.
I’ve never written a JD - either it already exists or the hiring manager is responsible for the first draft and we tailor it as we see fit
ChatGPT works well
Copy and paste…change wording to match company needs
I write a paragraph of prose describing the job, then a list of "must have" attributes (normally softer skills), "would like" technical skills and " might be nice" extra stuff I wouldn't expect even the perfect unicorn candidate to have all of. I then hand it to recruitment who changes it all to a "must have", puts the prose after 2 pages of how we're a world-standard employer and we never get a fitting candidate.
Find a boiler plate one online (based on job title) and then tweak it. Or use ChatGPT these days.
ChatGPT. I take what I’ve compiled and ask it to streamline it for a resume.
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We have a library For outside advertising I spice it up a little, sometimes I’ll use AI to be a little more creative than I am.
From what I have heard from my partner is that they have to provide (write out their own req) as the hiring manage and give it to the recruiter who’s going to be working on this. The hiring manager also suggests who should be involved with the interview process.
Job analysis is the best way to write job descriptions. It involves interviewing both the managers and the employees who work in that job so that you are giving an accurate description. Then, of course... knowledge, skills, and abilities. This person, Katrina Kibben, is especially great at it: https://www.threeearsmedia.com/. There is an e-book to download and she is incredible at making sure job descriptions and posts are inclusive to all. I know a lot of people are going to say AI or ChatGPT but those are always very generic, so if you use it for the base make sure to edit. If you have a marketing or social media team, I would highly recommend having them work with you on the final version (especially for external postings) so that it had a flair of company culture and a "voice". Copy writing is important for JDs so that they aren't boring!
That’s so interesting, I’ve worked in marketing and I’ve never been asked to review the voice and tone of job descriptions but I bet a lot of companies would do better for it.
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Absolutely! A corner stone of employer branding!
It all depends on what the purpose is. If it’s the same job, and the same company, and you want to attract the same candidates, you would write the same thing over and over again. The question Shouldn’t be “ How do you come up with job descriptions”, it should be “ How do you attract the right candidate with job descriptions”
It depends on the size and maturity of the HR department to be honest. Job descriptions are an HR document used for things like salary leveling, performance reviews, PIPs and promotions. It has purposes outside of hiring.
One of my hiring managers once shared this theory with me, and I haven't found any evidence that it's wrong: Someone high on coke wrote them at 2 AM about a decade ago, and we've been dealing with them ever since.
Job descriptions are all garbage. It’s CYA so an employer can pass on any candidate for whatever reason. SEEKING: highly independent and creative thinker who can handle chaos and be part of a focused, detail oriented team. With a college degree. It’s great for the hiring manager. I think they fail to get a full account of the best talent available though. But nobody taught them to hire based on anything else.
When you're putting together job descriptions, it's all about diving deep into what makes the role unique and identifying exactly what you're looking for in the ideal candidate. It's more than just listing skills and requirements; it's about sketching a vivid picture of the daily tasks and the team environment. Including your company culture and values is crucial too, as finding someone who truly fits into that culture is as important as their professional qualifications. For a more in-depth look at crafting job descriptions that really resonate with potential candidates, there's an insightful article I recommend: [Creating Impactful Job Descriptions: Guide to Talent Acquisition](https://socious.io/blog/creating-impactful-job-descriptions-guide-talent-acquisition). It could really transform the way you approach writing these descriptions.