Each month, we will tackle one of those burning questions that keeps you awake at night or causes heartburn during the day. Our team of experts will help you stay in the know. We'll cover topics like recruiting trends, legislation, workplace issues and more. You'll get information and answers to help you hire and retain top performers.
This month’s question is “What is the difference between a job description and a job posting?” This is a great question! These are two very different things with distinct goals. Let’s dive in and learn more.
What is a job description?
The short answer is your job description is a roadmap for employee performance. The Society for Human Resources Management (SHRM) defines a job description as:
… a useful, plain-language tool that describes the tasks, duties, functions and responsibilities of a position. It outlines the details of who performs a specific type of work, how that work is to be completed, and the frequency and the purpose of the work as it relates to the organization’s mission and goals.
Your job description is your tool to approve or deny accommodation requests under the Americans with Disabilities Act, assist with performance appraisals, and to guide salary reviews. When you interview, your job description provides a starting point for developing your interview questions.
Your job description is the basis for writing a job posting. You can use elements of the job description in your job posting. However, using the job description as your job posting is not the best strategy. Why? Let’s take a look at job postings.
What is a Job Posting?
Organizations need to be very intentional about attracting the best candidates. The most effective way is to take the time to write a job posting that attracts the best people. It’s important to note this is where recruiters must think like marketers. What makes your company and your jobs attractive to your ideal candidate? Take a minute and think about what makes your company a great place to work. You may also want to look at any pain points that might drive your ideal candidate crazy about working for other companies. That list is your basis for a job ad. Use language that shows candidates you understand their needs and more importantly, understand their pain is critical to a great job posting!
When you write job ads, remember you’ve got about 5 to 6 seconds to grab someone’s attention. Use your first two sentences wisely. You want your ad to immediately stand out and make your ideal candidate want to learn more.
Another thing to remember is the words you use have power. Use words that will have a strong emotional appeal to your candidates. Show them that you get the things that drive them crazy working for someone else. Show them that you are different and that they will love working for you.
Finally, the best job ads are open and honest about all aspects of the job. Highlighting the less appealing parts of the job may seem counterintuitive. However, consider the time you’ll save if a candidate withdraws during your recruiting process when they learn about those aspects. Also, consider the turnover that can occur once a candidate is in the job and finds they are unable to adapt to those parts of the job.
Does your organization differentiate between a job description and a job posting? What is working or not working when it comes to these important tools? Let us know in the comments.
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