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Use when creating or improving a job posting, role description, or position specification to attract qualified candidates
默认使用会先检查来源的 Prompt；你也可以切换为直接命令，或下载本地副本。
决定是否安装前，请先阅读 SKILL.md，以及 SkillsMP 当前展示的配套文件。
用 Codex 或 Claude 帮你安装 复制这段 Prompt，粘贴到 Codex、Claude 或其他助手里，让它检查 Skill 页面并帮你完成安装。
直接命令不会经过审查 Prompt；运行前请先检查来源。
npx skills add https://github.com/jeffreytse/grimoire-core --skill write-job-description命令会保持在同一行。复制前请横向滚动并检查完整内容。
想先保存到本地？可下载 SkillsMP 当前能够提供的文件。
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.
基于 SOC 职业分类
正在显示 SKILL.md
| 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.
