Job Advert vs. Job Description: What's the difference?

Hiring the right talent isn’t just about posting a vacancy and hoping for the best. It’s about making sure the right people see it and feel compelled to apply. That’s where understanding the difference between a job advert and a job description comes into play. While they might seem interchangeable, using one in place of the other can seriously impact your hiring success.

The key difference

Simply put:

• A job description tells candidates about the role in full detail.
• A job advert sells the opportunity to potential candidates.

Using a job description as a job advert is like trying to market a product by handing out a dense instruction manual instead of an eye-catching sales brochure. The goal of a job advert is to attract attention, spark interest, and encourage applications, while the job description serves as an informative guide for what the role entails.

Job adverts: Grabbing attention and selling the role

A job advert should be designed to entice potential candidates. It’s a marketing tool - think of it as the “hook” that gets top talent interested. Here’s what makes a good job advert:

• Engaging and concise: Keep it short, clear, and compelling. Candidates scan job listings quickly, so make sure yours stands out.
• Highlight what makes your company special: Showcase your company culture, mission, and benefits. Why should they want to work for you?
• Use clear, searchable job titles: Avoid internal jargon or creative titles like “Marketing Guru.” Stick with industry-standard job titles so your advert is easily found in searches.
• Include only essential requirements: Don’t list an overwhelming number of qualifications. Focus on what’s truly necessary so you don’t scare off great candidates.
• Make it inclusive: Use inclusive language that encourages a diverse range of applicants.

Job descriptions: The full picture

Once a candidate is interested, this is where the job description comes in. It provides a comprehensive overview of the role, responsibilities, qualifications, and expectations. A job description is an internal document used for clarity within the organization and to ensure expectations are set correctly. Here’s what it should include:

• A detailed list of responsibilities: What does the role entail day-to-day?
• Necessary skills and qualifications: What experience, education, or certifications are required?
• Company expectations and policies: Information about performance metrics, reporting structure, and company culture.
• Clarity and organization: Keep it structured and readable, but don’t worry about making it flashy - it’s meant for reference rather than attraction.
• Make it inclusive: Use inclusive language to ensure more qualified candidates stay engaged and apply.

Why you need both

Using only a job description in place of a job advert can result in dull, overly detailed postings that fail to engage potential candidates. On the flip side, relying solely on an advert without a structured job description can lead to mismatched expectations and misunderstandings about the role.

By combining a compelling job advert with a well-crafted job description, you create a streamlined hiring process that attracts, informs, and ultimately secures the best talent for your team.

So next time you’re hiring, ask yourself: are you telling or selling? Make sure you’re doing both, but in the right place!