القائمة
Use when creating or improving a job posting, role description, or position specification to attract qualified candidates
يُحدَّد Prompt الذي يراجع المصدر أولًا بشكل افتراضي. يمكنك التبديل إلى أمر مباشر أو تنزيل نسخة محلية.
اقرأ SKILL.md وأي ملفات مرافقة يعرضها SkillsMP قبل أن تقرر التثبيت.
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التثبيت باستخدام Codex أو Claude انسخ هذا Prompt والصقه في Codex أو Claude أو مساعد آخر ليراجع صفحة Skill ويثبّتها لك.
يتجاوز الأمر المباشر Prompt المخصّص للمراجعة. افحص المصدر قبل تشغيله.
npx skills add https://github.com/jeffreytse/grimoire-core --skill write-job-descriptionيبقى الأمر في سطر واحد. مرّر أفقيًا لمراجعته كاملًا قبل النسخ.
تفضّل نسخة محلية؟ نزّل الملفات المتاحة حاليًا لدى SkillsMP.
عرض SKILL.md
Use when comparing very differently-titled roles for compensation banding, leveling, or organizational design — score each role's inherent Know-How (knowledge, skills, experience required), Problem Solving (complexity and freedom of thinking, scored as a percentage of Know-How), and Accountability (freedom to act and magnitude of impact), because job titles and informal seniority perceptions vary inconsistently across departments and don't provide a comparable basis on their own.
Use when many people request your scarce time, mentorship, or expertise and you cannot evaluate their genuine commitment level from a conversation alone — require a specific, costly, objectively verifiable unit of self-directed output (a set number of completed attempts) before engaging, because genuine commitment is what a conversation cannot reliably reveal but a completed, verifiable body of work can.
Use when deciding how to allocate a manager's or leader's limited time across competing activities — before defaulting to whatever is most urgent, estimate each candidate activity's leverage (how many people's output it affects, for how long, and whether it requires your specific position), because a manager's actual output is the output of the organization under their influence, not their own individual task completion.
| name | write-job-description |
| description | Use when creating or improving a job posting, role description, or position specification to attract qualified candidates |
| source | SHRM job description writing guidelines; O*NET occupational classification system (US DOL); LinkedIn talent insights best practices for job postings |
| tags | ["hr","recruiting","hiring","talent-acquisition","writing"] |
| verified | true |
Craft a clear, inclusive job description that attracts qualified candidates and sets accurate role expectations.
Adopted by: Google, LinkedIn, Salesforce, Airbnb, and organizations using structured hiring Impact: LinkedIn data shows job postings with clear requirements receive 14% more applications; postings with inclusive language attract 42% more applicants from underrepresented groups. SHRM reports unclear JDs are a top cause of mis-hires, which cost 50–200% of annual salary. Why best: Structured JDs reduce bias in screening by focusing on observable skills over proxies (degree requirements), and clearly defined responsibilities reduce early attrition caused by expectation mismatch.
Sources: SHRM Job Description Writing Guide (2022); O*NET OnLine (US DOL); LinkedIn "Global Talent Trends" (2023)
Gather role inputs — interview the hiring manager on: daily responsibilities, success metrics at 90 days/1 year, top 3 must-have skills, team structure, and growth trajectory.
Write a compelling job title — use standard market titles (search O*NET or LinkedIn for benchmarks). Avoid internal jargon (e.g., "Ninja," "Rockstar," "Level 4 Associate II").
Draft the role summary — 2–4 sentences covering: what the team does, what this role owns, and why it matters. Lead with impact, not org chart position.
List key responsibilities — use 5–8 bullet points starting with action verbs (design, own, lead, analyze). Order by time allocation (most frequent first). Avoid laundry lists of 20+ items.
Define requirements — separate must-haves (minimum qualifications) from nice-to-haves (preferred). Audit each requirement: is a degree truly required, or is equivalent experience acceptable? Eliminate credential inflation.
Add compensation range — include salary band and equity/bonus structure. Postings with salary transparency receive 30% more applications (LinkedIn 2023). Required by law in many jurisdictions.
Describe the team and culture — 2–3 sentences on team size, work style (sync/async, remote/hybrid), and what makes the environment distinctive. Be accurate, not aspirational.
Write the benefits section — list concrete benefits: health insurance, PTO policy, 401k match, learning budget, parental leave. Avoid vague phrases like "competitive benefits."
Audit for inclusion — run through a bias checker (Textio, Gender Decoder). Remove gendered language ("dominant," "aggressive"), unnecessary degree requirements, and age-coded terms.
Get legal and compliance review — ensure ADA accommodation language is present; confirm requirements comply with EEOC guidelines; add required EEO statement.