Writing job adverts and interview questions
The best place to start. No personal data, low risk, immediately useful — and a good way to see what these tools are and are not good at.
Our rating
Good to try
Low risk and useful today, with sensible checks.
What it looks like
Before
Notes: "Need weekend carers, Harrogate area, car driver, £13.50/hr, mileage paid, good team, flexible hours, no experience ok, training given."
With AI
Weekend care workers, Harrogate. £13.50 an hour plus mileage. No experience needed: we train you. Flexible hours that fit around your life, with a friendly team behind you. You will need a driving licence and a car.
An invented example.
If you want to find out what AI is like without risking anything, start here.
Job adverts involve no personal data, the output is easy to judge, and the work is genuinely tedious. It is the lowest-stakes real task in a care service.
Why it is a good first use
No personal data. A free account is acceptable, which means you can try it this afternoon without a DPIA or a procurement conversation. That is not true of almost anything else on this site.
You can tell immediately whether it is any good. You know what your job involves and what your pay is. Errors are obvious, unlike in a care record where they can sit unnoticed.
It teaches the failure modes safely. You will watch it invent a benefit you do not offer. That lesson, learned on an advert, is what makes someone careful later with a care plan.
What it does well
Turning notes into prose. A list of facts becomes a readable advert in seconds.
Plain language. Care adverts are full of phrases — “service user”, “person-centred care delivery” — that mean nothing to someone who has never worked in care. Those people are most of your potential applicants.
Interview questions. Give it the role and ask for questions that test judgement rather than knowledge, and you get a usable set to edit.
Variations. The same advert shortened for Facebook, or rewritten for a job board with a character limit.
What to watch for
Invented benefits. The most common failure. Ask for a care worker advert and you may get “a comprehensive benefits package including pension contributions and career progression opportunities”. If you do not offer those, you have advertised something untrue. Check every factual claim.
Invented requirements. It may add “minimum six months’ experience” to an advert for a role where you train people from scratch. That quietly excludes the applicants you wanted.
Sameness. It produces the average care advert because that is what it has learned. The average care advert does not work, which is presumably why you are rewriting yours.
Keep at least one thing only you could say. “We have four people who have been here over ten years” beats any amount of “supportive team environment”.
Bias in the wording. Watch for phrases implying an age, a level of physical ability, or a first language, especially where the job does not require them. Ask the tool to check its own draft for this, then check it yourself — it is not reliable at spotting its own.
Where the line is
Adverts and question sets: fine on any tool.
CVs, applications and candidate scoring: not fine. A CV is personal data, often including special category data. It goes into an approved tool with a data processing agreement, or nowhere.
And do not use AI to rank or score candidates. The ICO’s own example of solely automated decision-making with significant effects is “e-recruiting practices without human intervention”. See deciding eligibility, risk or who gets a service.
A first exercise
Take an advert you ran recently that did not attract enough applicants. Put your real terms into a tool and ask for three different versions: one plain, one warm, one very short.
Read them, strike out everything untrue, and keep whatever is better than what you had. That is the whole method, and it transfers to every other use on this site.