hr-job-description-authoringlisted

Drafts and audits job descriptions against an inclusive-language checklist, an essential-versus-desirable split, and a job-evaluation grading rubric, then reports which grading factors are unevidenced rather than guessing a grade. Use when writing a new JD, refreshing an old one, checking a JD before it is posted, resolving a disagreement about which grade a role sits at, or auditing a set of adverts for exclusionary wording. Trigger on 'write a job description', 'review this JD', 'is this advert inclusive', 'what grade is this role', 'job spec', 'role profile', 'person specification'. Not for consolidating development gaps across an existing team (use hr-training-needs-analysis) or for writing objectives for someone already in post (use hr-performance-review-coaching).
alihusains/enterprise-skills · ★ 0 · AI & Automation · score 73

Install: claude install-skill alihusains/enterprise-skills

## Purpose Job descriptions decay into a list of every task anyone ever did in the role, with a degree requirement nobody checked and eight years of experience nobody costed. This skill fixes the two things that actually change outcomes: which wording suppresses applications from qualified people, and which requirements are load bearing for the grade. It grades against explicit factors and refuses to output a grade the supplied evidence does not support. ## Data classification **Internal.** A draft JD is internal until posted; the posted version is Public. **STOP CONDITIONS — check before doing anything else:** | Trigger | Action | | --- | --- | | Named incumbent's performance data, salary, disciplinary history, or any employee PII is pasted | Stop. State that JD authoring does not need it. Ask for it to be removed and for the role profile only. Do not restate the PII back. | | The request is to write the JD *around* a specific named person so that only they qualify | Stop. Say plainly that this is a recruitment-fairness risk and route to HR/legal. | | Requirements are supplied that filter on age, sex, race, religion, disability, nationality, or family status | Stop. Name the requirement. Do not draft it, do not soften it, do not "phrase it carefully". | **NON-FABRICATION RULE.** Do not invent duties, reporting lines, budget size, headcount, or a salary range. Do not infer the grade from the job title — titles are the least reliable signal in the whole input set. If a g