How to use the Job Advertisement Bias Checker.
Review whether every requirement is essential to the job. Remove unnecessary exclusionary wording without changing legitimate role constraints.
Make the workflow fit your task.
Review each requirement for its relationship to the actual work, flagging unnecessary exclusions and ambiguous labels. Propose wording that names the required skill or condition without removing legitimate role constraints.
- What you provide
- Job ad and essential role requirements.
- What you get
- Exclusionary or unnecessary wording with alternatives.
See the input and the result.
Illustrative input and output · a teaching example, not a live WebAct run
Example input
Job ad asks for a young digital native for an entry-level reporting role. Confirmed requirements: spreadsheet use and explaining findings clearly.
Completed example
Flagged wording: "young digital native" introduces age-coded criteria unrelated to the supplied work requirements. Suggested replacement: "Comfortable using spreadsheets and explaining reporting findings clearly." Review the full advertisement against actual role requirements and applicable hiring rules before publication.
Load this input into the prompt, then copy it to WebAct to try the task. Your result may differ from the illustration.
Decisions and troubleshooting.
Should a bias review remove every demanding requirement?
Keep requirements necessary for the role and explain them clearly. The review should examine relevance, not automatically weaken standards.
Why does a rewritten advertisement still imply an age preference?
Replace age-coded labels with the actual skills or experience needed. Check the surrounding wording as well as the flagged phrase.
Try it with your own source.
Replace the example with your material in the task prompt. Keep the requirements you need, then copy the task into WebAct.
Customize and copy the task ↑