Decision inputs
Facts that change the policy answer
Here the tool receives an approved role brief and inclusive-language guidance, while someone ultimately relies on a job description draft. The policy must evaluate the whole path between them.
- 1Task and owner
- Recruiter wants to draft a job description. Name who owns the finished a job description draft; ownership should not disappear because AI helped produce it.
- 2Information involved
- An approved role brief and inclusive-language guidance. Check uploads, history and connected systems before describing the request as low sensitivity.
- 3Tool and account
- An approved company account. Confirm the approved account, retention setting and any connected service before the request begins.
- 4Intended result
- The expected result is a job description draft. Record the audience and the next system in the chain, rather than describing the output only as a draft.
- 5Consequence if it is wrong
- The draft may add unnecessary requirements or language that discourages qualified applicants. The policy route should reflect this possible harm instead of relying on how ordinary the task sounds.
- 6Human review
- hiring manager should inspect, change, reject or stop the result. A final glance after an automatic action would not give that owner meaningful control.
Possible policy routes
The task name alone cannot decide it.
A published workplace policy can return different answers for the same task. These are the practical branches worth encoding.
A routine policy route may be possible
A routine route is easier to justify when the exact account is approved, only the minimum internal information is used, a job description draft remains within the stated purpose, and hiring manager reviews it before use.
Approval may be required
A named reviewer should take over when the account or data handling is uncertain, the draft may add unnecessary requirements or language that discourages qualified applicants, or a job description draft reaches people or systems beyond the requester’s authority.
The request may need to stop or change
The proposed use should pause if restricted information would enter an unapproved service, the output would act before hiring manager can intervene, or check every requirement against the actual role and review inclusive language cannot be maintained. Consider less information, a controlled account or a non-AI process.
Request checklist
Questions to ask before using the tool
- 01
Does the selected account retain or reuse anything supplied while trying to draft a job description?
- 02
Can any personal, sensitive, confidential or secret part of an approved role brief and inclusive-language guidance be removed?
- 03
At what point does a job description draft move beyond the requester’s private draft?
- 04
Does hiring manager have enough authority and time to stop the result?
- 05
Does the intended use extend beyond the region and audience covered by the current policy?
Worked request
What the employee should submit
This example supplies decision facts without pasting the underlying material into the approval record.
- requester
- recruiter
- task
- Use AI to draft a job description.
- information
- an approved role brief and inclusive-language guidance
- tool
- An approved company account
- frequency
- Recurring work
- region
- Where the work and affected people are located
- purpose
- Draft or analyse
- impact
- External employment communication
- review
- Complete human review
- owner
- hiring manager
Useful safeguards
Controls that fit this request
- ✓
Check every requirement against the actual role and review inclusive language
- ✓
Start with a de-identified sample of an approved role brief and inclusive-language guidance before considering broader access.
- ✓
Keep the use within draft or analyse and run another check if the audience, tool or intended effect changes.
- ✓
Make the final route reproducible from the recorded facts, safeguards and policy version.
Questions people ask
About this AI use
Is using AI to draft a job description automatically allowed?
The company policy supplies the answer after it receives the real tool, data, purpose, impact and review plan. This page only prepares those facts.
When is the request detailed enough to decide?
Describe a job description draft, identify an approved role brief and inclusive-language guidance, name the exact tool and account, explain who will receive or rely on the output, and state how hiring manager will review it.
How much of the request should the company retain?
Make the final route reproducible from the recorded facts, safeguards and policy version. A classification and controlled reference may be enough when copying an approved role brief and inclusive-language guidance would create unnecessary risk.