For staffing and recruiting firms, an AI-generated job description needs more than a proofreading pass. Reviewers must check whether the draft accurately reflects the client’s requirements—and whether those requirements belong in the role at all. The CIPD’s guide to inclusive recruitment recommends keeping requirements necessary, specific, and expressed through observable behaviors rather than broad personality traits. That provides a useful starting point for reviewing a draft before publication.

Imagine a client requests an accounts payable specialist with experience processing invoices in Microsoft Dynamics 365. The generated description adds a finance degree, five years of experience, responsibility for managing a team, and advanced Power BI skills.

The result reads professionally. It also describes a different job.

A human review should catch those changes before they become published requirements, screening questions, or reasons to reject candidates.

Start with an approved role brief

Review the draft alongside the original job order or hiring manager’s brief. Without that reference, a reviewer can improve the wording while leaving unsupported details intact.

The brief should establish:

• The role’s purpose and main responsibilities.
• Essential skills and acceptable alternatives.
• Seniority and decision-making authority.
• Location, working arrangement, and schedule.
• Employment type or assignment duration.
• Approved compensation and benefits information.
• Details that remain unresolved.

Ask the drafting tool to flag missing information rather than fill it in. An unanswered question about travel should remain a question for the client.

1. Check for requirements the draft added

Compare each qualification with the approved brief. Look closely at degrees, certifications, years of experience, software knowledge, industry experience, and management responsibilities. For every requirement, ask:

Where did this come from, and why does this role need it?

If the answer is unclear, return it to the hiring manager or client for confirmation. For example, “experience processing invoices in Dynamics 365” should not silently become “expert knowledge of the full Dynamics 365 platform.” The second requirement asks for substantially broader expertise.

2. Separate essential qualifications from preferences

A generated draft may combine every desirable skill into one mandatory list. Review each item and decide whether it is:

• Essential at the start of the role.
• Preferred but not required.
• Something the person can learn.
• Unnecessary for this assignment.

For a project recruiting role, experience with a specific client environment might be helpful, while the ability to deliver the required work is essential.

Make that distinction visible. Candidates should not have to guess whether missing one preferred tool makes them ineligible.

3. Match the responsibilities to the role’s level

Check the verbs used to describe the work.

“Support,” “coordinate,” “manage,” “approve,” and “lead” imply different levels of responsibility. A draft that changes “support monthly reporting” to “own financial reporting” has changed the scope of the position.

Confirm:

• Does the person manage people, a process, or their own workload?
• Do they make decisions or prepare information for someone else?
• Are strategic responsibilities appropriate to the title?
• Does the description combine work that belongs to several roles?

For executive search, verify reporting lines, decision authority, and the scope of leadership. For staffing assignments, confirm which duties belong to the contractor and which remain with the client’s employees.

4. Verify every employment detail and promise

Treat salary, benefits, flexibility, travel, and working arrangements as facts that require confirmation.

For staffing firms, check that the description does not present the client’s employee benefits as benefits available to agency workers.

For consulting assignments, verify project duration, expected availability, and any on-site requirements. Avoid turning a possible extension into a promise.

5. Replace vague traits with evidence of relevant ability

Phrases such as “natural leader,” “rockstar,” or “perfect culture fit” offer little guidance about how suitability will be assessed.

Describe the work or behavior instead:

The replacement still needs to reflect the real role. Adding specificity is useful only when the details are accurate.

Review wording for unnecessary references to age, personal circumstances, or background. Use the organization’s approved language for accessibility, accommodations, and equal opportunity statements.

6. Check confidentiality and leftover template content

A reusable template can bring information from a previous vacancy into a new draft.

Check company names, locations, reporting lines, compensation, contact details, and application links. Also review whether the draft reveals information that should remain private.

For a confidential executive search, that might include the client’s identity, the incumbent’s replacement, or an unpublished organizational change.

For a consulting project, a combination of client sector, location, and project details may reveal the client even when its name is removed.

Use only the information approved for the intended audience.

7. Align the description with screening and assessment

A corrected job description should become the reference for the next recruiting steps.

If the final version says a certification is preferred, a screening question should not treat it as mandatory. If a degree requirement is removed, recruiters should not continue using it as a filter.

Compare the approved description with:

• Application questions.
• Screening criteria.
• Interview questions.
• Evaluation scorecards.
• Candidate search filters.

This matters especially when additional content is generated from an earlier draft. Correcting the public text does not automatically correct every downstream criterion.

8. Approve the version that will actually be published

Assign a reviewer who can confirm the role’s accuracy and a person responsible for releasing the final text.

Record the approved version, approval date, and any conditions still requiring confirmation. If responsibilities, compensation, or working arrangements change afterward, review those changes before publication.

For corporate talent acquisition teams, this may involve the hiring manager and HR. For staffing and executive search firms, it may involve the recruiter, account lead, and authorized client contact.

The approval should apply to the final version—not an earlier document that has since been regenerated.

A final checklist before publication

• Every factual detail matches the approved brief.
• Added qualifications have been confirmed or removed.
• Essential and preferred criteria are clearly separated.
• Responsibilities match the title and seniority.
• Compensation, benefits, location, and schedule are accurate.
• Language describes relevant work and assessable abilities.
• Confidential details and leftover template content are removed.
• Screening and evaluation criteria match the final description.
• The final version has an identified approver.

Recurring corrections can also improve your drafting templates. If reviewers repeatedly remove invented benefits or unnecessary degree requirements, update the instructions that produce those drafts.

A useful human review changes the content where needed and confirms the hiring criteria behind it. That gives recruiters a dependable basis for sourcing, screening, and discussing the opportunity with candidates.

Book a Dynamics ATS demo to explore AI-assisted job description generation and template selection within your recruiting workflow.