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- Job Description Automation Isn’t Optional Anymore (I asked TA Teams) - July 28, 2025
I used to hear this all the time from TA teams: “We spend hours writing job descriptions, and most of them still don’t hit the mark.” That pain is real, and totally fixable.
We built Ongig to change that. To take job descriptions off autopilot and give recruiters and hiring managers a better way to create content that actually works.
Automation doesn’t mean lazy. It means smarter.
Let’s clear this up right now: automating your job descriptions isn’t about being lazy. It’s about building consistency, being inclusive, and getting your jobs in front of the right people faster.
One of our clients told us they were spending 30+ minutes per job description just reviewing for consistency and brand tone. That adds up. With Ongig’s Text Analyzer, they slashed that time down to under 10 minutes and had cleaner, more compliant JDs. Job description automation gave them hours back each week.
The pain of manual job postings
We hear it all the time. Talent acquisition teams are juggling 30 reqs, 6 hiring managers, and a content review process stuck in 2010. They’re formatting in Word, emailing PDFs, tracking feedback in spreadsheets. Sound familiar?
Then the kicker: they finally publish a job and someone flags it for outdated compliance information, or worse, a candidate drops off because the JD was confusing or cold. That’s not just embarrassing; it costs you great talent.
What automation looks like (for real)
Job description automation isn’t some robot writing your copy. It’s software that helps:
- Match tone to your employer brand
- Enforce formatting and compliance (e.g., EEO language, pay transparency)
- Standardize templates across departments
- Provide data on readability and engagement
- Flag biased words (gendered, ageist, ableist, etc.)
That means your job descriptions don’t just go out faster, they perform better.
3 lessons we’ve learned from automating 100,000+ JDs
- Speed + quality can co-exist. You don’t have to choose between fast and good. Automation gives you both.
- Bias hides in plain sight. Even the best recruiters miss stuff. An automated scanner catches what the human eye skips.
- Templates are gold (when done right). A smart library of templates lets teams scale job writing without losing brand voice or missing key sections.
It’s not just the words. It’s the process.
Sometimes teams come to us asking for better language. But what they really need is a better workflow. If the process for editing, reviewing, and approving job descriptions is clunky, it doesn’t matter how good your writing is, no one sees it in time.
That’s why automation has to include collaboration tools. User permissions, review statuses, a centralized job description library aren’t nice-to-haves anymore. They’re the only way to keep up with hiring managers who want jobs “live”, yesterday.
Where to start with job description automation
If you’re new to job description automation, start with your high-volume roles. These are usually the messiest. Clean up the language, build a template, and plug it into your process.
Next, set some ground rules. What’s your tone? What language is off-limits? What’s required in every JD? Automation works best when it has a strong foundation.
Also: get your team involved early. The most successful rollouts we’ve seen include recruiters, hiring managers, and sometimes even legal. Everyone has skin in the game.
I talk about some of this in a recent podcast episode of my podcast, The JD Fix:
Why I Wrote This
We’ve helped hundreds of TA teams stop wasting time and start scaling their hiring with job description automation. If your JDs still live in a Word doc graveyard or take weeks to get approved, we should talk.
Request a demo to see how Ongig can automate your job descriptions, eliminate bias, and give your recruiters hours back each week.
FAQs
- What is job description automation?
It’s using software to create, edit, and manage job descriptions faster and more accurately, with built-in tools for bias detection and formatting. - Does automation replace recruiters?
No. It empowers them. You still need people to make judgment calls—automation just handles the repetitive stuff. - How does Ongig’s tool help?
Ongig’s Text Analyzer flags biased language, ensures compliance, standardizes formatting, and improves readability—all in one dashboard. - Is it hard to implement?
Nope. Most teams are up and running in weeks, not months. And we help every step of the way. - Will this improve candidate experience?
Absolutely. Clear, inclusive, and branded job descriptions reduce drop-off and boost engagement.
