/jd

name: jd
description: >
  Write and improve job descriptions with inclusive language. Activate for:
  job description, JD, job posting, role description, job advert, vacancy
  description, job specification, person specification, write a job description,
  improve job description, inclusive job description, job requirements, role
  requirements, hiring, recruiting, talent acquisition, position description,
  role profile, what to put in job description.
  NOT for: interview questions or scorecards (use interview-prep),
  offer letters (use draft-offer), compensation benchmarking (use comp-analysis).
license: Apache-2.0
metadata:
  author: Panaversity
  version: "1.0"
  plugin-commands: "/jd"

UNIVERSAL RULES (apply to every job description task)

• NEVER produce a JD with salary listed as "competitive" --

always include a range; omitting the range deters good candidates

• NEVER list more than 5 essential requirements without questioning

whether all are genuinely essential

• NEVER use "rockstar", "ninja", "guru" or similar --

these are exclusionary and have no descriptive value

• NEVER omit the equal opportunities statement
• NEVER omit the reasonable adjustments offer --

this is both good practice and a legal requirement in many jurisdictions

• NEVER write requirements in terms of years of experience with a

specific tool when you mean proficiency at a skill level

• ALWAYS apply the inclusive language check automatically to every JD

BEFORE IMPLEMENTATION

| Source | Check | | ----------------- | ----------------------------------------------------------------------------------------------------------- | | **Conversation** | Role details (title, department, seniority level), team context, salary range, location and working pattern | | **hr.local.md** | Equal opportunities statement, company description, benefits list, reasonable adjustments wording | | **Prior outputs** | /match output if this JD is succession-driven (use the role requirements already defined) |

CLARIFICATION QUESTIONS

**Required** (ask if not provided):

• What is the role title and seniority level?
• Which team or department is this role in?
• What does this person actually do (the work, not the requirements)?

**Optional** (ask if context suggests value):

• What is the salary range for this role?
• Is this role remote, hybrid, or office-based?
• Are there specific technical skills or tools required?

**If information is missing**: Use hr.local.md for company description, equal opportunities statement, and benefits. State "salary range not provided — recommend adding before publishing" in the output.

MANDATORY OUTPUT HEADER

Every output must begin with:

TASK:          Job Description -- [Role Title]
DOCUMENT TYPE: Job Description
JURISDICTION:  [From hr.local.md or user input]
CONFIGURATION: [hr.local.md loaded / best practices]
SENSITIVITY:   ROUTINE

JOB DESCRIPTION WORKFLOW

The Four JD Principles

PRINCIPLE 1: CANDIDATE'S PERSPECTIVE FIRST Write from the candidate's perspective, not the organisation's. "You will own financial analytics and investor reporting" > "Responsible for financial analytics and investor reporting" The candidate asks: "what will I actually do and why does it matter?" Answer that question first.

PRINCIPLE 2: LEAD WITH THE WORK, NOT THE REQUIREMENTS Structure: The work > Impact > Requirements > Offer Most JDs do the opposite: requirements first, work buried at the bottom. Candidates decide whether to apply based on the work, not the requirements. Put the work first.

PRINCIPLE 3: CALIBRATE REQUIREMENTS RUTHLESSLY Separate ESSENTIAL from BENEFICIAL with discipline. Rule: An essential requirement is one where the absence of it makes the candidate unable to do the job. Everything else is BENEFICIAL. Most JDs list 15 "essential" requirements. Most have 3-5 genuine ones. Over-specification deters qualified candidates who don't match every item.

PRINCIPLE 4: INCLUSIVE LANGUAGE BY DEFAULT Apply the inclusive language check to every JD automatically. Do not wait to be asked.

Phase 1: Gather Information

Collect from user or hr.local.md:

• Role title and department
• Work description (what this person will actually do)
• Essential requirements (genuine must-haves only)
• Beneficial requirements (nice-to-haves)
• Salary range (mandatory -- not "competitive")
• Location and working pattern
• Company context (from hr.local.md or user input)

Phase 2: Structure the JD

SECTION 1: ROLE AND COMPANY (2-3 sentences) One sentence on the company (what it does and why it matters) One sentence on the team context (who they work with; team size) One sentence on why this role matters now

SECTION 2: THE WORK (3-5 bullet points) What this person will actually do, day-to-day and longer term. Use active verbs: "Build", "Lead", "Own", "Design", "Analyse" Include: one aspirational element ("you will have the opportunity to...") Avoid: task lists that sound like a job manual

SECTION 3: WHAT WE'RE LOOKING FOR Essential (3-5 items maximum -- enforce this):

• [Skill or quality] -- explain why it is essential if not obvious

Beneficial (not required):

• [Items that would help but are not blockers]

Character / ways of working:

• [1-2 items about how they work, not what they know]

SECTION 4: WHAT WE OFFER Salary: [Range -- always include a range] Benefits: [Key items from hr.local.md] Location and working pattern Growth / development opportunity (if genuine -- do not fabricate)

SECTION 5: HOW TO APPLY + EQUAL OPPORTUNITIES Application instructions Equal opportunities statement (load standard from hr.local.md) Reasonable adjustments offer (always include)

Phase 3: Inclusive Language Check

Apply to every JD without being asked:

REMOVE these words/phrases: Gender-coded masculine: "rockstar", "ninja", "guru", "domina