Can AI improve your job ads? Yes! But most companies are getting it completely wrong.
You’ve probably noticed it: job descriptions on the internet are starting to sound suspiciously similar.
“Dynamic environment…”
“Passionate team…”
“Collaborative culture…”
“Competitive pay…”
It’s the AI effect. Tools like ChatGPT are now used by everybody to create job descriptions and job ads. And honestly? That’s not a bad thing. AI isn’t the problem.
The problem is how people are using it.
Ask ChatGPT, “Write me a job description for a Landscape Designer,” and what do you get?
A beautifully formatted, grammatically perfect, vanilla paragraph salad that could belong to any company in America.
Does it sound good? Sure.
Does it attract better candidates? Nope.
Does it filter for your ideal fit? Not even close.
AI can be an incredible asset for hiring. But if you want it to actually work, you need to stop delegating your thinking to the tool. Instead, use the tool to amplify your thinking.
Let’s talk about how to do that.
When HR teams first started experimenting with AI, this was the go-to approach:
“ChatGPT, write a job description for a Maintenance Manager.”
And in a few seconds—magic—you have a clean, professional, SEO-friendly job description.
But here’s the problem:
Generic inputs get generic outputs.
And the hiring world doesn’t need more generic.
The purpose of a job description (especially a job ad) is not to:
The purpose is to attract the right people and repel the wrong ones.
If your job ad is so generic it could be posted by any company in your market, that’s exactly what will happen: you’ll attract everyone… and by everyone, I mean no one you actually want.
Let's give AI the credit it deserves.
AI can help you:
But the strategy still has to come from you.
Think of AI like a brilliant intern:
Smart.
Fast.
Reliable.
Endlessly patient.
Zero understanding of your business unless you teach it.
You’d never tell an intern,
“Write me a job description for an Account Manager.”
…without any context about the actual role, expectations, culture, priorities, or success criteria.
AI works the same way.
If you want ChatGPT to write an insanely effective job description, you need to give it information only a human can provide.
I call this the Human Prompt Packet — the essential details AI can’t guess.
Here’s what it should include:
Not job title fluff.
What are the top 5–7 things this person actually does all day?
Example for a Landscape Designer:
These specifics are gold for AI.
If you don’t tell AI what makes your company unique, it assumes nothing does.
Examples:
You don’t need a novel. Just tell AI what you’re proud of.
This is the secret weapon 99% of job descriptions never include.
Ask yourself:
Examples:
This is catnip for high performers.
Here’s where you give AI permission to build a job ad that filters people.
Examples:
You can also include “not a fit if…” statements:
Candidates appreciate this honesty more than you know.
AI cannot guess your pay range.
And yes—you MUST include it. It boosts transparency and conversion.
Even if you give a range like:
“$60,000–$75,000 base + performance bonuses”
That’s enough to make the AI-generated output look real—not robotic. And, a range is usually good enough to make your job ad perform well.
Why employers should include compensation in job posts.
Once you have your Human Prompt Packet, then you hand it to ChatGPT.
The difference is night and day.
Here’s what AI will now do extremely well:
No more dry, corporate nonsense.
You can literally say:
“Make this 40% shorter but keep the impact.”
If you want to show up for “Landscape Maintenance Manager jobs near me,” AI can help.
Here’s the truth:
AI isn’t replacing the people who use it.
AI is replacing the people who use it poorly.
The difference is strategy.
Right now, most companies are doing this:
“AI, write a job description.”
You’re going to do this:
“AI, help me create the most compelling, targeted, differentiated job ad in my market.”
That’s a very different instruction.
Here are literally the prompts I’d recommend you (or your HR / Recruiting Team) get started with:
Example:
We’re entering a talent market where simply posting a job ad won’t cut it anymore.
Candidates have options.
They compare. They research. They scroll.
They reject boring job descriptions immediately.
AI gives you an advantage—but only if you use it in a way most companies won’t:
The companies who figure this out will win the next decade of recruiting.
I want you to be one of those companies.
AI is a tool.
A powerful one.
But it can’t decide:
That’s your job.
Let AI handle the formatting, rewriting, and creative polish.
You handle the clarity, thinking, and strategy.
When you combine the two, you don’t get a generic job description.
You get a hiring asset.
If this topic hit home for you, don’t let it be something you just nod along to. Go build your first Human Prompt Packet and try it on your next job ad.
And if you want job ads that actually attract the right people, a better recruiting strategy, or a partner who knows how to help you build stronger teams, that’s exactly what we do at BR1. Contact us to start the conversation.
Until next time… Keep building your stronger team!