There’s a growing stigma in recruitment that if someone admits they used AI to help write a job advert, suddenly the focus is on the tool itself. But here’s the truth, AI isn’t the problem. Poor hiring processes and weak job adverts are.
The real issue is poor job adverts
Most job adverts were already falling short long before AI arrived. They were rushed, vague, or written by people who were never trained properly.
You’ve seen the usual lines: “We’re looking for a rockstar or A player who thrives in a fast-paced environment.” It sounds energetic but explains almost nothing about the actual role. Or the classic requirement of “five years’ experience”, which may feel safe but says little about a candidate’s ability, growth, or impact.
The result? Companies miss out on strong candidates who took non-traditional paths, progressed faster than expected, or bring skills not captured in standard templates. Weak job adverts narrow your talent pool and cost you valuable time and resources.
Why clear, thoughtful job adverts matter
Writing a good job advert is a skill. When done well, it:
- Attracts the right people
- Sets expectations upfront
- Quietly filters out those who aren’t a fit
Most companies don’t have that skill in-house. A hiring manager drafts something quickly, whoever is recruiting tidies it up, it goes live and everyone wonders why the applicants aren’t right or relevant.
Tips for improving job adverts
Even if you experiment with AI tools for drafting, the key is human review. Here are a few ways to make your adverts more effective:
- Be specific about the role – Include responsibilities, team size, and expected outcomes.
- Focus on skills and impact, not just years – Avoid generic requirements; highlight what the candidate will achieve.
- Use inclusive language consistently – Encourage applications from diverse backgrounds and non-traditional paths.
- Read, edit, and own the final version – A draft is just a starting point. Make sure it accurately reflects your role, business goals and company culture.
- Avoid clichés – “Rockstars,” “A-players,” or “dynamic individuals” say nothing tangible. Replace them with concrete expectations.
Even small changes can dramatically improve the quality of applicants and reduce mismatches.
Clarity is key
The real risk isn’t AI, it’s publishing weak job adverts that misrepresent your roles and turn off the right candidates. Tools can help draft and polish content, but the human touch is essential.
At Nobul, we see this challenge every day. Companies that take the time to clearly articulate their roles attract stronger candidates and make better, faster decisions.
Good hiring starts with clarity. Weak job adverts cost you time, money, and missed opportunities. Thoughtful adverts, supported by best practices, set you up for success.
If your job adverts aren’t bringing in the right people, it’s worth taking a closer look. At Nobul, we help businesses turn vague roles into clear, effective hiring tools. Get in touch to see how we can support your next hire.
