Inclusive Job Description Writer (Five-Section Structure)

An SMB owner or one-person HR team writing their first proper job posting without any HR background.

Fill in five variables and run it: {job_title} is the role, {company_name} your business, {industry} your sector, {team_size} the headcount (this tells the model whether to write a 'scrappy, wear-many-hats' role or a 'specialised big-company' one), and {salary_range} the pay band — do not leave this one blank, because it is what gives the fifth 'what we offer' section anything worth reading. Run it on chatgpt, claude or gemini; all three handle this kind of tightly structured copy well. Once generated, scan the five-to-seven day-to-day bullets yourself to confirm they match the real job before posting to a board. If you want it as a graphic for Instagram or a noticeboard, use the Canva link below to lay the text out cleanly.

The real design move here is using rules to force fair wording, instead of relying on you to remember every legal pitfall. The instruction to 'describe skills and behaviours only' quietly converts vague adjectives like 'detail-oriented' into verifiable descriptions like 'can track several orders at once without errors' — and that is the heart of anti-bias hiring: talk about the work, not the person. The plain-language 'you' voice at a 16-year-old reading level is not about sounding friendly either; it strips out corporate fog like 'leverage cross-functional synergies', and the plainer a posting reads, the more capable people from non-traditional backgrounds actually click apply. The word cap, paired with 'max 5 must-haves and max 3 nice-to-haves', then forces you to rank the skills that genuinely matter and cut the ones that were only padding.

• 01To attract the right people, make {job_title} specific: 'digital marketer running our Instagram and storefront listings' yields far sharper day-to-day bullets than a bare 'marketer'.
• 02When {team_size} is small (say 8), append 'emphasise wearing many hats and fast decisions' — the model will frame that flexibility as a selling point rather than a warning sign.
• 03If you genuinely cannot publish {salary_range}, write something like 'negotiable, reviewed after three months' instead — it keeps the 'what we offer' section intact and scares off fewer applicants than a blank.
• 04After the first draft, follow up with 'cut the nice-to-haves down to 2 and make the tone warmer' to quickly test which version feels the most welcoming and lowest-barrier to apply.

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