Recruitment Needs Clarifier and JD Generator

Problem

Hiring requests often start as a vague ask like “we need a hire,” while the real requirements—team goal, reporting line, seniority, budget, performance expectations, and interview process—remain unclear. Generating a JD immediately can produce a polished but weak document: missing must-have filters, mismatched budget and seniority, or a blur between essential requirements and nice-to-have skills. This skill treats hiring requirements as a clarification workflow, helping users collect structured information before drafting the final job description.

How it works

• Stage detection: It distinguishes whether the user has not spoken to the business team yet, has incomplete information, has explicit requirements, or already has a JD that needs revision.
• Six clarification questions: It prompts the user to cover why the role exists, reporting line and span of control, must-have and nice-to-have criteria, performance expectations, compensation budget, and team culture or interview process.
• Standardized hiring profile: The clarified inputs are consolidated into a structured profile that can be reviewed and confirmed by the business owner before JD writing.
• Bilingual JD generation: Based on the profile, it produces a Chinese and an English JD with emphasis on action verbs, outcome-oriented responsibilities, avoidance of discriminatory language, and platform-appropriate tone.
• Platform adaptation: It can adjust the output for different recruiting channels, such as concise direct wording for BOSS Zhipin or more formal professional language for LinkedIn.

Boundaries

This skill is best used for early-stage requirement clarification, JD drafting, and JD polishing. It does not replace compensation benchmarking, legal review, or final hiring decisions. If the user does not provide budget, performance goals, or reporting details, the output remains template-like. If a JD already exists, the better path is usually revision rather than regenerating from scratch.