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How to Find the Best JD Generator for Your Company: Mastering the Art of Job Descriptions

April 15, 2023

How much time do you spend writing or drafting a job description? One hour? Two hours? Or more? According to a report by HRSG Resource Hub, on average, 65% of recruiters spend about 2 hours or more to draft a job description completely. Only 2% of them can get this done in under 30 minutes. 

What if you can beat all of them and create an exceptional job description in a few minutes

Welcome Job Description (JD) Generator

What is a JD generator? JD generator is an automation tool that allows recruiters, HR managers, and other headhunters to draft or edit an existing JD within minutes. You can create engaging and informative JD by feeding some simple cues and personalizing them to fit company requirements. 

But can an automated JD help in boosting hiring success? Certainly! 

JD generators refine the recruitment process and help recruiters to find the ideal candidate. It provides templates and AI-powered job description drafts, which enable recruiters to get a head start while drafting JD. Recruiters can create informative and extensive job descriptions to communicate company information and set clear expectations between employers and candidates.


JD generators streamline the hiring process by automating the JD creation and distribution. Additionally, companies attract qualified candidates by providing a comprehensive job overview and accurate description of the company and working conditions. Finally, recruiters can save time drafting a single JD and focus on more high-value tasks. Especially it can be a lifesaver in bulk hiring and multiple job vacancies. 

Bottom Line: JD generators can optimize your hiring process and attract top talent for your company! 

But how do we choose a JD generator? Do they have a positive ROI or just another automation tool in the market? Today's blog will address these arguments and help you streamline your hiring process.

Are AI JD Generators Helpful For Scaling The Hiring Process? 

  • Consistency
  • Efficiency
  • Time-consuming

Imagine sitting at your desk and creating a job description for multiple job vacancies. Not only will you spend hours, but you will end up spending days drafting perfect job descriptions with the possibility of errors. This can be a critical issue for growing companies that are scaling their teams and increasing their workforce. 

Major issues of creating job descriptions manually while scaling the hiring process are- consistency and efficiency. Recruiters must maintain a consistent brand voice and build a positive employer brand. Moreover, the JDs must attract suitable candidates to ensure hiring success and minimal resource wastage. 

Creating job descriptions can be inconvenient in the long run, especially for a growing business. Neither are they consistent nor efficient in attracting top talent. Solution? 

Automated JD Generators

But how will JD generators help growing businesses meet large-scale recruitment needs efficiently? 

JD generators draft personalized job descriptions that match specific business needs within a few minutes. AI creates consistent job descriptions based on the cues and brand voice you feed to the system. This enables the recruiters to create multiple job descriptions within a few hours, helping scale the recruitment process. Additionally, recruiters can leverage these personalized JDs to tailor each for a specific job role and qualifications, attracting the most suitable candidate.  

  • Consistency
  • Time-saving
  • Personalization
  • Diversification and Inclusion
  • Data Analysis 

Case Study: How Artificial Intelligence JD Generators Are Transforming Large-Scale Recruiting

Imagine XYZ Inc., a tech firm expanding quickly, has ambitious hiring objectives to fill numerous roles throughout various departments. The challenging process of writing consistent and engaging job descriptions for each role overwhelms the HR team. That's when they turn to an AI JD generator for assistance.

Consistency is critical in recruiting people and building a distinctive employer brand. The AI JD generator guarantees that all job descriptions use the same language and structure that are uniform in tone, style, and structure. Thus, recruiters can create job descriptions that give prospective candidates a professional and unified impression within a few clicks.

Time is important in large-scale recruitment to attract top talent before they get off the job market. The AI JD generator proves to be a time-saving tool for developing customized job descriptions in a couple of minutes from scratch. This accelerates the hiring process by giving recruiters more time to focus on other crucial recruitment duties like sourcing and interviews.

Personalization is essential in attracting top talent and desired candidates to attract the most qualified applicants. The AI JD generator creates job descriptions customized for each job role, company, and sector.  As a result, there are more qualified applicants and higher hiring outcomes.

Diversity and inclusion are fundamental principles for every firm to attract underrepresented candidates. The AI JD generator significantly lowers bias in job descriptions by highlighting language that can repel applicants from underrepresented groups. This ensures inclusive job postings and a diverse candidate pool, promoting a diverse and inclusive workplace.

Data analysis is a valuable tool for continuously improving recruitment tactics and enhancing job descriptions. The AI JD generator offers insightful data to XYZ Inc by examining job posts to find language and structural patterns associated with successful hires.

In conclusion, the JD generators support XYZ Inc.'s massive hiring process. The recruiters can streamline hiring procedures, entice top talent, and create a more inclusive and diverse workforce. Now, let us understand how one can choose the right JD generator. 

What To Look For In A JD Generator?

Now comes the most difficult question: How do you choose the right JD generator? 

Many companies focus solely on the cost of the tool and end up with a worthless tool! Recruiters must spend more time refining each job description and get confused with the interface. Moreover, they do not consider if the tool integrates smoothly with the existing tech stack. So, pricing is not the only factor! 

Here are 6 key factors to consider when picking a JD generator for your growing business.

  • User-friendliness
  • AI Capabilities and Customization
  • Job description templates
  • Integration
  • Accuracy and Compliance
  • Pricing and Support


A user-friendly JD generator is intended to simplify the process of writing job descriptions by offering clear and simple instructions, an easy-to-use interface, and visual cues to guide users through the process. It ensures simplicity and accessibility to users of all skill levels, from inexperienced recruiting managers to seasoned recruiters.

A user-friendly job description (JD) generator will guarantee accurate job descriptions that effortlessly reflect job requirements. This simplifies the hiring procedure and enhances the candidate experience, attracting more quality candidates.

AI Capabilities And Customization

Access to the most recent statistics and trends in the labor market is essential when writing effective job descriptions. Thus, it's essential to employ a JD generator for drafting customizable job descriptions to address the unique requirements of the position and business. This ensures that the job description isn't weighed down with irrelevant details and instead concentrates on the most critical credentials and competencies.

Additionally, The ability to change the language and tone of the job description is a crucial customization feature to search for. This guarantees that the job description, whether written informally or formally, is captivating and resonates with the target audience. Moreover, A good JD generator should also allow for a company-specific voice and tone to ensure consistency and promote the employer brand and business culture. 

Hence, Recruiters and hiring managers can write competitive job descriptions and attract the best candidates using the most recent data and trends in the employment market.

Job Description Templates

Various job description templates enable hiring managers and recruiters to rapidly draft job descriptions that appropriately reflect the role's requirements and attract suitable candidates. This is vital to streamline its recruitment process and guarantee that all job descriptions are efficient and insightful.

Consider the positions and industries your organization hires for a while searching for job description templates. An effective template should cover a wide variety of job types and expertise levels, from entry-level jobs to executive roles. This ensures you can write successful job descriptions for any position you need to fill! 

Moreover, search for well-structured and simple-to-use templates with clear sections for job responsibilities, qualifications, and necessary skills. Also, they must include sections that may be tailored to fit the unique business requirements.

Overall, using several job description templates speeds up the hiring process and guarantees that job descriptions are accurate, comprehensive, and successful in bringing in the best applicants.


Integrating JD generators with other HR software systems is crucial to the recruitment process. For instance,  ATS integration is extremely critical because it enables the smooth tracking of applicant applications, resumes, and assessments. It also allows for the automated syncing of candidate data across several systems, ensuring consistency and avoiding manual data entry.

JD generators must also work with other hiring tools, such as job boards and candidate sourcing portals. This makes it easier for recruiters to identify prospects across various platforms and channels for a multi-channel hiring approach, increasing the chances of finding the top candidates.

Overall, integrating JD generators with hiring software systems can greatly enhance the hiring procedure, assist HR teams in saving time and money, and guarantee accuracy and uniformity throughout the process.

Accuracy and Compliance

To guarantee that your job descriptions follow local laws and regulations, such as Equal Employment Opportunity (EEO), accuracy and compliance are crucial when drafting job descriptions.

You can produce job descriptions that are legally sound by selecting a JD generator that complies with these regulations and laws. This also ensures that candidates know the job requirements and responsibilities, which increases the likelihood of finding a good fit and improves hiring outcomes in general.

Legally mandated information, such as employment location and essential certifications or credentials, must be included in job descriptions to be truthful and compliant while avoiding discriminating language. By reinforcing accuracy and compliance, you can attract the top candidates while minimizing legal risks!

Pricing and Support

You want a tool that stays within your budget and offers top-notch customer service. A JD generator should be reasonably priced and offer several subscription plans to accommodate various business sizes and needs. Considering the long-term expenses of employing the product is critical, especially if any additional expenditures or hidden fees are included in the pricing structure.

When using a JD generator, good assistance is also essential. The finest tools will provide user manuals, tutorials, and customer help by chat, email, or phone. This makes it easier for you to make the most of the tool's features and utilize them efficiently. Furthermore, responsive and professional customer service can be beneficial if you encounter any problems or have queries regarding the tool.

Therefore, when selecting a JD generator, it's critical to consider both pricing and support choices to ensure a solution that fulfills your needs and offers the utmost value for your money.

How Do JD Generators Personalize Job Descriptions?  

Are you frustrated with resumes from unqualified applicants? Do you believe poor job descriptions cost you top talent? Do you doubt whether your JDs reach the ideal candidate?


JD Generator! That's correct. We're talking about an AI-based JD generator that evaluates applicants' data to create job descriptions that are tailored to their abilities and background. How does it help? By quickly personalizing each job description, you can attract the top candidates and improve candidate quality.

So, why choose a generic applicant experience when you can provide a tailored one?

  • Language and Tone
  • Job Requirements 
  • Personalization

Case Study: Personalized Job Descriptions Using JD Generators For Hiring Success

XYZ Corp. is a thriving technology firm wanting to expand its software development staff. Due to generic and poorly written job descriptions, the organization had trouble attracting suitable individuals. They decided to employ a JD generator to personalize job descriptions depending on candidate qualifications. 

With a JD generator, they could input their resumes and application data to analyze relevant phrases and keywords. This enabled them to employ candidate data to provide informative job descriptions that attracted top candidates. 

Language and Tone:  In this case, the analysis revealed that most candidates used a casual tone in their resumes. Therefore, the job description was changed to match that tone and attract the proper individuals.

Job Requirements: The organization modified the job description to highlight the most important attributes and abilities by evaluating candidate data. This ensured a diverse pool of suitable and qualified candidates. 

Personalization: The JD generator personalized the job description by integrating the candidate's name and qualifications. This enhanced the candidate's experience and the probability of an effective hire.


The tailored job descriptions assisted in attracting suitable applicants for the position and the business culture, decreasing the turnover risk.  Moreover, XYZ Corp. was able to simplify its hiring procedure and provide more effective job descriptions. 

To conclude, JD generators assist in writing job descriptions that target desired candidates. Companies can customize the language, job requirements, and tone to personalize the job description. They can attract top candidates and enhance their chances of hiring successfully by evaluating candidate data.

Best AI-JD Generator To Create Exceptional Job Descriptions! 

A JD generator can help you save time and enhance the quality of your job descriptions by automating many of the mundane and error-prone procedures of writing job descriptions!

While selecting a JD generator, consider the AI features of the tool, which recommend specific skills or qualifications essential to the position based on candidate qualifications. This makes it easier to write appealing job descriptions that attract suitable candidates to match the business needs and culture. Moreover, consider the JD generator's interface's usability and compatibility with other HR software programs. A simple solution that integrates easily with your existing HR applications will help you streamline your hiring process and make your job easier.

Want a JD Generator that checks all the tick boxes? 

Look no further. NurtureBox is the ultimate solution to crafting job descriptions in a few clicks. It is an AI-powered job description generator that drafts JDs based on your cues. It has a no-fuss, simple interface that organizes all your JDs to eliminate hassle during peak season! From editing an existing JD to drafting one from scratch, Nurturebox will help you write appealing JDs to attract top talent. 

Leverage the power of AI and personalization to offer an exceptional candidate experience! 

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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