How to Write Better Job Posts and Screen Applicants with AI (Philippines)

By Leon Harris, Founder & AI Creative Director · Updated October 2026

You post "Hiring staff, PM me" in a Facebook group, wake up to 200 messages, and lose a week reading CVs that do not fit the job. Picture instead a clear post that brings in a smaller pile of people worth reading, and a shortlist you trust by Friday. This guide shows how to use AI to write the job post and screen applicants, while you stay the one who decides.

Turn your messy description into a clear job post

Open any AI chatbot (Claude, ChatGPT or Gemini all have free versions) and type everything you know about the role in plain words: the daily tasks, working hours, where the person works, who they report to, and what you can pay. Do not paste personal data. Ask for a job post with these headings: What you will do, Schedule and location, Pay range and benefits, Must-haves, Nice-to-haves, How to apply. The split between must-haves and nice-to-haves matters most. A sales agent who "must" have three years of experience and a service crew member who "must" own a motorbike are very different filters, and AI will ask you the right questions if you tell it to interview you first. Read the result and fix anything that is not true for your business.

State the pay range and check the wording

Put an honest pay range in the post. This is reasoning, not a statistic: people who cannot accept the pay screen themselves out before they message you, so you never read their CVs. Check your region's minimum wage on the NWPC site first. Wages are set per region by the Regional Tripartite Wages and Productivity Boards and change often, so link to the official source rather than copying a number from a forum. Then ask AI to flag any wording that hints at age, sex or looks. Under RA 10911, job ads that suggest age preferences or limits are prohibited, and violations carry a fine of P50,000 to P500,000, imprisonment of 3 months to 2 years, or both. Words like "fresh graduate", "young", "energetic" or an age range can be read as age preference. RA 6725 also prohibits discrimination against women in terms and conditions of employment because of sex. Confirm specific cases with DOLE or a lawyer.

Write your scoring rubric before you post

Before any CV arrives, list 3 to 5 must-haves and 2 to 3 nice-to-haves. Score each from 0 to 2 and note what a 0, 1 and 2 look like. Add 3 to 5 short written screening questions tied to the real job, such as "Describe how you would handle an upset customer at 8pm." Ask applicants to answer them in their message or a simple form, not just send a CV. Writing the rubric first stops you from changing your standards to fit whoever messaged first.

Where to post

JobStreet by SEEK: a free Lite Ad that stays visible for 30 days, per the SEEK employer page, with paid tiers for more visibility. Check current prices on the site.
Indeed Philippines: free posting, but free posts lose visibility over time. Sponsored Jobs are pay-per-click on a budget you set.
Kalibrr: Kalibrr Free gives you shareable job posts. Paid plans exist and suit professional roles better.
OnlineJobs.ph: for remote VAs. Free accounts can post and view applications, but you need a paid plan to contact workers. See its pricing page.
Facebook: post on your Page and in relevant groups for free. Facebook Local Jobs was relaunched in October 2025 as a US-only feature, so do not count on it here.

Screen with AI, safely

Applicants share personal data, so minimise it first. The Data Privacy Act of 2012 (RA 10173) requires transparency, legitimate purpose and proportionality, gives applicants rights to access and correct their data, and treats government ID numbers, education and health data as sensitive. In practice, remove names, phone numbers, addresses, birthdates, ID numbers and photos, and label each person with a code such as A-07. Paste only the screening answers and relevant work history. The National Privacy Commission explains the law at privacy.gov.ph. Then ask AI to summarise each coded answer against your rubric and quote the evidence. Treat that as a draft. Read the original answers yourself for anyone near the cut line.

Test, interview and check references

AI makes every CV and cover letter look polished, so give your shortlist of 3 to 5 people a practical task of 20 to 30 minutes that mirrors the real job, like replying to a sample customer message or sorting a sample inquiry list. Use AI to draft one set of role-specific interview questions with a scoring note for each, and ask every candidate the same ones. Write down your own scores before discussing with anyone. For references, have AI draft 5 or 6 structured questions, but call or message the references yourself. AI cannot verify identity, dates of employment or what a former boss really thinks.

Honest limits

An AI rubric can carry bias, for example by favouring prestigious schools, so review it and ask whether each item truly predicts doing the job. Never let AI auto-reject anyone. Keep your rubric and scores as a record of why you decided, and delete applicant data you no longer need.

Frequently asked questions

Can I use AI to write a job post?

Yes. Describe the role in plain words (tasks, hours, location, pay, must-haves) without personal data, and ask AI for a structured post. Then check it yourself for accuracy and for wording that hints at age or sex, which Philippine law restricts.

Should I put the salary in a job post in the Philippines?

We did not find a legal requirement to do so, but stating an honest pay range helps applicants who cannot accept it screen themselves out. That is reasoning, not a statistic. Check your region's minimum wage on the NWPC site before setting the range.

Is it legal to put an age limit or 'fresh grad only' in a job ad?

Generally no. RA 10911 prohibits job ads that suggest age preferences or limits. Violations carry a fine of P50,000 to P500,000, imprisonment of 3 months to 2 years, or both. Age ranges and terms like 'fresh graduate' or 'energetic' can be read as age preference. Confirm specific cases with DOLE or a lawyer.

Can I paste applicants' CVs into ChatGPT?

Minimise first. The Data Privacy Act (RA 10173) requires transparency, legitimate purpose and proportionality. Remove names, contact details, birthdate, address, photos and ID numbers, use a code per candidate, and paste only the work-relevant text.

Where can I post jobs for free in the Philippines?

JobStreet offers a free Lite Ad visible for 30 days, Indeed PH allows free posts with limited visibility, Kalibrr has a free plan with shareable job posts, and OnlineJobs.ph lets you post free but needs a paid plan to message workers. Facebook Pages and groups are free. Confirm current terms on each site before you rely on them.

Can AI reject applicants for me?

It should not. AI rubrics can carry bias, and AI-polished CVs make everyone look alike. Use AI to summarise answers against your rubric and keep a person making each decision, especially near the cut line.

Want this done for you? We build the AI content system; you approve. Free audit + custom quote within 24 hours.

Get a free audit →