Job Descriptions vs Job Ads – don't get confused

Both job descriptions and job adverts have their place when it comes to attracting and hiring the right candidates, but if you use the former in the latter’s place, there’s a chance you’re shooting yourself in the foot.

Despite their apparent similarities, job descriptions and job ads serve two different and distinct purposes. While it’s true that using your description as an advert may save you time in the short-term, in the longer-term, you’ll be missing out on engaging and resonating with the best people.

It’s therefore important not to confuse the two…

 

Job descriptions tell; job adverts sell

While you’ll need to include the right information about the role, it’s important to simply serve up a long list of requirements and responsibilities and present it as an “advert”.

The job advert’s purpose is to draw candidates in and highlight what makes you stand out from others, and why they should choose you over them.

Focusing more on what you can do for them, your advert should market your business in a positive way, showcasing why the opportunity is great and what the candidate can expect when working with you.

The full description, in all its technical glory, comes later.

 

Provide the key details at a later stage

Because you want to engage candidates immediately and not make feel like they’re reading an essay, pick out the best bits about the job and really bring them to life in your advert.

Using shorter, easier to read sentences and keeping your advert brief means people are more likely to absorb the information rather than getting bored partway through and skimming it.

Once hooked, you can provide them with a more comprehensive job description and overview of the role later on once you’ve received their application and have spoken with them.

 

Your USP is key to your advert

A key part of selling this job role to potential candidates is selling the idea of your company. Think about why they would want to work for you. What makes you different from the competition?

Candidates will want to know early one what your culture’s like, what you value as a business, what development they can expect and how they might progress within your business.

This is the detail that should be front and centre on your job ads.

 

If it’s not an essential requirement, leave it off the ad

Of course, you want to receive applications from the ideal candidate that completely fits the bill, but if you include every technical skill or required experience within your job advert, there’s a high chance you’ll discourage good people from applying.

Instead, consider the requirements that are absolutely essential, whether these skills can be learned by the right candidate with the right attitude, and ultimately, what it really is you need from this person if they’re to be a success in your business.

You can then include all the must-haves in your job description to compare against the experience and skills of your applicants.