How to write a job description for AI-assisted candidate screening

Use a clear title and explain the work

Choose the job title an applicant would recognise. Put the employer’s name, work arrangement and employment type in their own fields rather than stuffing them into the title. Avoid promotional labels that do not explain the job.

Open with a short description of the team’s problem and what this person will own. “Build and maintain integrations between our billing system and customer tools” is easier to assess than “be a passionate rockstar”. Then describe the outcomes expected during the first months.

Separate essential criteria from useful experience

For every essential requirement, ask what work would fail without it. Consider whether an equivalent skill or a reasonable learning period would be sufficient. Explain what evidence an applicant can provide: a portfolio, a relevant example or a short task.

Put preferred experience in a separate section. Do not configure a screening rubric that treats every preference as mandatory. If the role can be done through several career paths, say so rather than assuming one degree or employer background is the only route.

• Role purpose and first outcomes.
• Responsibilities tied to actual work.
• Essential skills and acceptable equivalent experience.
• Preferred experience, clearly marked as optional.
• Confirmed pay or compensation arrangement, benefits and working hours.
• Workplace or eligible countries, employment type and application stages.

Make remote and hybrid eligibility precise

For an onsite or hybrid role, state the city and country and explain the expected office attendance. For a fully remote role, list the countries from which the employer can accept applicants. Add time-zone or working-hour requirements in the description when they are relevant.

A company’s headquarters does not automatically determine where every employee can work. Likewise, “anywhere” should not stand in for unconfirmed employment eligibility. Recruit provides separate work-arrangement, workplace and eligible-country fields so those facts can remain distinct.

Explain AI screening before asking for consent

Tell applicants whether the process includes an AI interview, what it collects and how the employer uses the results. Link to the screening notice and provide a contact route for questions or alternative formats. Keep statements aligned with the actual pipeline configuration.

In Recruit, the public job page shows the full description and connects to the application and screening notice. A short promotional summary should add context; it should not replace the responsibilities and qualifications the applicant needs to read.

Review the published page as a candidate

Check the public URL without signing in. Confirm that the title, description, employment type and location match the role you intend to fill. Read it on a small screen, follow the application link and verify the contact route.

Keep a posting open only while applications are being accepted. When the job is filled or paused, update its published status rather than leaving an application form attached to an unavailable position. Accurate content helps candidates decide whether to apply and gives search engines a clearer page to understand.