Rewrite a job ad to be clearer and more inclusive

Long, jargon-heavy ads put good people off. A clear ad with real requirements gets more relevant applicants. Separating must-haves from nice-to-haves, and showing the salary and working pattern, lets people judge for themselves whether to apply.

A free AI chat tool (ChatGPT, Gemini, Copilot or Claude)

Steps

1. Get the real must-haves from the hiring manager, separate from nice-to-haves, plus the salary range, location and working pattern.
2. Paste the current ad, with the client’s name removed if it is confidential.
3. Example (made up, for illustration only): an ad for an office manager asks for ten years’ experience, a degree and a dynamic self-starter. The hiring manager confirms the real must-haves are running payroll in a small business and managing suppliers, so the rewrite asks for those skills and drops the years and the degree.
4. Run the prompt below. It marks anything that could be discriminatory with [CHECK] rather than deciding for you.
5. Go through every [CHECK] item and the requirements with the hiring manager; you and they decide whether each requirement is genuinely needed for the role.
6. Publish it, and keep the agreed must-haves with the vacancy file so screening uses the same list.

The exact prompt

Rewrite this job ad to be clear and inclusive.
Ad: [paste]. Real must-haves: [list]. Nice-to-haves: [list]. Salary: [range]. Location/hybrid: [details].
Plain [British] English. Under 350 words. Remove jargon, gendered words and unnecessary requirements (like years of experience where skills will do). Flag anything that could be discriminatory with [CHECK] and a one-line reason. Do not decide whether any requirement is lawful.