HR & People
Job description drafting
Generate first-draft job descriptions from role parameters, reporting line, and key responsibilities. HR reviews and refines. Consistent structure and tone across roles.
60–80%
reduction in JD drafting time
Opportunity assessment
Negligible commercial impact. Saves time at the margins but won't move the needle on revenue or profit.
Very easy to implement. Ready-to-use tools exist. Can be up and running in days or weeks with minimal technical resource.
Minimal data complexity. Works with whatever is readily to hand. No special data infrastructure needed. Most businesses can start immediately.
Low risk. Limited external exposure. A human reviews output before it reaches anyone outside the team.
Very easy to absorb. Runs quietly in the background or gives people a helpful new input. Makes everyday work easier with almost no friction.
Tooling required
Things to consider
Inclusive language is a risk area — check outputs for gendered or biased language before publication. Include explicit inclusive language requirements in the prompt.
A standard JD template as the structural starting point produces more consistent outputs than free-form generation.
HR still owns the role definition — the AI drafts, the hiring manager and HR sign off. Don't shortcut the review because it was fast to generate.
Where JD drafting creates most value is in high-volume hiring periods or for roles where the hiring manager has a clear view on requirements but no time to write — not senior or specialist roles where the nuance of the JD matters commercially.
Experiment starter: For the next five roles going to market, use an LLM to generate the first draft from a structured brief conversation with the hiring manager. Track time saved and ask the hiring manager to rate how accurately the draft captured the role. Aim for 'accurate enough to publish with minor edits' across at least four of the five.
Go deeper in the playbook
Section — Opportunity Identification, including the AI Opportunity Assessment ScorecardSection — The Experimentation FrameworkThis is an augmentation opportunity — see the relevant playbook section for how to approach it.More in HR & People
CV screening and shortlisting
Score applications against defined role criteria. Produces a ranked shortlist with rationale. Reduces screening time for high-volume roles.
HR policy knowledge base
A RAG system over HR policies, handbooks, and procedures that answers employee questions accurately. Reduces routine query volume to HR teams.
Employee survey sentiment analysis
Analyse free-text survey responses to identify themes, sentiment trends, and emerging concerns. Faster and more consistent than manual thematic analysis.
AI Transformation Playbook
Ready to assess your own opportunities?
The playbook gives you the full 150-opportunity directory, scoring tools, and 100+ templates for every stage of an AI transformation programme.