Optimizing Recruiting Marketing with AI? A Quick Reality Check

I recently saw a viral "Job Ad from Hell" on LinkedIn—hilarious for all the wrong reasons. It’s a prime example of clumsy AI use in recruiting, and a reminder that DEI standards still vary greatly by region.

JobAd from hell.

Rather than focusing on poor examples, I wanted to explore what happens when AI is given a genuinely useful task.

To explore this, I prompted my favorite assistant to analyze what the “perfect” job ad would look like for each generation, considering values and expectations from Boomers to Gen Alpha.

The results turned out to be surprisingly solid. This prompted a closer look at what makes a universally strong job ad, regardless of generation.

The Basics: What Every Good Job Ad Needs (No Matter the Generation)

Before reviewing generational nuances, AI summarized what every strong job ad should include, and most points were accurate.

Here’s what it came up with:

Core Building Blocks

• Clear title & compelling hook

  → No internal jargon; use a short, benefit-oriented line (“Help shape our AI vision”).

• Key responsibilities

  → Short, specific bullets. Prioritize what truly matters.

• Requirements / qualifications

  → Distinguish must-haves from nice-to-haves.

• Benefits & value for candidates

  → Salary range, flexibility, learning opportunities, and company culture.

• Career development paths

  → Be transparent about growth and timelines.

• Work model / location

  → Hybrid? Remote? In-office? Say it clearly.

• About the company & culture

  → Brief intro + authentic visuals or videos.

• Recruiting process overview

  → What steps, how long, who to contact.

• Strong call-to-action

  → “Apply now,” “Video introduction possible,” etc.

• Transparency & authenticity

  → Avoid buzzwords. Be real about the job and culture.

Biggest Candidate Turn-Offs

• No salary information.

• Buzzword overload (“rockstar,” “disruptive,” “agile” — without meaning).

• Endless, unclear processes.

• No insight into culture or leadership.

• No visual or video content.

• Empty promises (e.g., “hybrid” that means “always in the office”).

  
  

So far, this already outperforms most job ads out there. But generational differences still shape what resonates, so let’s explore what AI uncovered about each group.

How AI Described Each Generation (and Why It’s Not Totally Wrong)

Baby Boomers (1946–1964)	Loyalty, security, respect, recognition	Stability, health benefits, pension plans, appreciation for experience	Formal, respectful, classic channels (phone, personal contact)	Overly youthful tone, slang, “startup vibes”	Still reachable via print, networks, or associations
Gen X (1965–1980)	Security, structure, balance, reliability	Long-term perspective, clear processes, balance	Serious, straightforward, professional	Too casual, all-remote if role needs presence	Appreciate early personal contact & process clarity
Gen Y / Millennials (1981–1996)	Flexibility, purpose, growth, feedback	Learning, mentoring, purpose, culture, remote options	Professional yet human	Vague benefits, rigid systems	Transparency & development matter most
Gen Z (1997–2012)	Purpose, transparency, authenticity, wellbeing	Salary transparency, flexibility, mental health, diversity	Short, visual, video-first, mobile-friendly	Long forms, corporate tone, silence after applying	85% skip ads without salary info; videos perform best
Gen Alpha (2010–)	Digital natives, speed, interactivity, curiosity	Interactive, tech-driven, gamified, learning focus	Visual, mobile-first, bite-sized	Long text, static PDFs	Focus on learning agility & tech tools

The AI emphasized that its findings are broad guidelines and that generational differences exist, but individual preferences always vary.

Not every Gen Z is a TikTok influencer, and not every Boomer reads newspapers.

Ideal Job Ad Layout: What Works Across Generations

According to AI—and I agree—most generational differences can be addressed through layout and design.

Suggested layout:

1. Visual header: logo, title, slogan, team photo

2. Elevator pitch: 2–3 sentences on purpose and impact

3. Main blocks (with icons):

4. Tasks & responsibilities

   • Requirements

   • Benefits & extras

   • Career & development

   • Work model / location

   • Culture & values

5. Interactive visuals: images, short clips, icons, even clickable FAQs

6. Process & contact info: clear steps + real person behind the ad

7. Call to action: “Apply in 5 minutes,” “Record a short intro video,” etc.

   
   

Design principles:

• Clear sections, whitespace, consistent fonts

• Mobile-first, responsive

• Accessible (readable text, contrast, alt text)

• Real photos > stock images

• Short paragraphs, visual storytelling

Where to Publish: Channels by Generation

No surprises here — AI recommended what we all know, but summarized neatly:

Boomers	Local newspapers, print, associations, referrals	Combine digital + offline touchpoints
Gen X	LinkedIn, industry portals, business networks	Clarity & structure win trust
Gen Y	LinkedIn, company career page, Instagram, blogs	Invest in content & SEO
Gen Z	TikTok, Instagram, YouTube Shorts, LinkedIn	Use video, short text, clear CTAs
Gen Alpha	Social apps, mobile recruiting, chatbots	Fast, visual, mobile-only experience

Cross-generation best practices:

• Central career site with culture insights and authentic visuals.

• Active social presence (video, day-in-the-life content).

• Employee referral programs.

• Campus partnerships, early engagement.

• Mobile-optimized job apps.

• Events, fairs, and hybrid recruiting formats.

• Targeted ads — but beware of algorithmic bias.

Generational Expectations During the Recruiting Process

AI also offered insights into what each generation expects after they apply — and these are spot on.

Gen Alpha	Fast, mobile-first, interactive, learning opportunities
Gen Z	Honesty, quick feedback, wellbeing focus, transparency
Gen Y	Work-life balance, coaching, meaningful work, inclusion
Gen X	Reliability, structure, respect, stability
Boomers	Security, appreciation, respectful treatment

"Universal truths":

• Slow feedback kills interest.

• Transparency builds trust.

• Consistency between “promise” and “practice” is essential.

• Even rejections deserve personal, respectful communication.

Conclusion: AI Can Help — But Don’t Let It Take Over

No groundbreaking surprises here.

We're already on the right track in many ways.

AI helps with structure, tone, and consistency, but can't replace human nuance.

Used wisely, AI saves time—letting HR focus on genuine, human connections.

AI can help write a good job ad. But humans make the connection real.