There’s a big difference between a job description and a job posting… and this is why you should care.
Job Description: a useful, plain-language tool that explains the tasks, duties, function, and responsibilities of a position.
A good job description should:
Detail who performs a specific type of work, how that work is to be completed, and the frequency and the purpose of the work.
Set expectations for your employees.
Be a clear document to be used as a guide for an employee’s job performance.
Explain how the company will measure performance (formally and informally).
Be a tool for managers to confirm if an employee is meeting the job expectations.
If you do not take the time to create and discuss job descriptions with new employees, you may see misaligned expectations, confusion, and ultimately frustration that the employee is unsure what his/her job responsibilities are.
You, too, will be frustrated that your new hire is not doing what you want them to do.
The best way to avoid this headache is to set clear expectations upfront (in the form of a clear job description) and to follow up with regular communication, check-ins, and feedback.
If you can precisely articulate your expectations and what your business is like, then less time will be wasted and there will be less frustration for having a misalignment.
Fortunately, once you create your job description, you’ll be very clear on what you are looking for and you can use it as a foundation for your job posting when you are ready to hire!
So, what is a job posting?
Job Posting: a clear and concise document used to attract your ideal candidates to apply for your open position.
The job posting is what you should post on hiring sites like Indeed, or on social media, or even on your company’s website.
A good job posting should:
Be honest. There is not much worse than a new employee saying the job is nothing like what they thought… and then quitting.
Be written in such a way that your company culture shines through. Is your culture fun, collaborative, competitive? Are you a close-knit group? Find a way to get this across.
Be an opportunity to show job seekers how your organization is different from other employers.
Be posted to hiring sites, social media, or your company website.
NOT be boring (your job description may well be boring).
When well written, candidates have a better understanding of their specific roles. The whole point of a job posting is to attract your ideal candidates, so be honest and open with the details of the role and your company.
When writing your job posting, put yourself in the job seeker’s shoes – what might they be thinking or searching for?
Give candidates a realistic sense of what they will be doing day to day (if the phones are ringing non-stop- say that!) (is it quiet and slow or busy and fast-paced?).
The Main Difference:
The job description is an internal document to set expectations and detail responsibilities.
The job posting is a marketing tool used to attract candidates and is NOT a carbon copy of the job description.
Distinguishing between the two is essential in making your job look attractive to potential candidates.
While the documents serve completely different purposes, they are equally important. Use them both!