In the world of recruitment, two essential documents play a big role in attracting and securing the right talent: the job advert and the job description. While they may sound similar, they serve very different purposes - and mixing them up can mean the difference between drawing in top candidates or missing out completely.
Let’s break down the key differences and how to use each effectively.
What is a Job Description?
A job description is an internal document that clearly outlines the responsibilities, duties, and expectations of a role. It’s often used by hiring managers, HR, and payroll to define and benchmark a position.
Key elements of a job description include:
- Job title
- Reporting line (e.g., reports to the Marketing Manager)
- Main responsibilities
- Key tasks and deliverables
- Required skills and qualifications
- Working hours and location
- Salary band or pay scale
- Legal compliance (e.g., equal opportunity or safeguarding statements)
A job description is not designed to sell the role — it’s there to describe it accurately and comprehensively, often used for internal clarity, appraisals, and performance management.
What is a Job Advert?
A job advert, on the other hand, is a marketing tool. Its job is to attract attention, spark interest, and encourage people to apply. Think of it like a dating profile for your vacancy — it needs to make someone want to swipe right.
Key elements of a job advert include:
- A compelling opening line
- A short, engaging summary of the company
- The “hook” — why someone would want this job
- Key responsibilities (lightly summarised)
- Top benefits and perks
- Clear, friendly tone of voice
- Call to action (“Apply now” or “Send us your CV”)
It’s all about selling the opportunity, not listing every detail.
Why Does the Difference Matter?
Confusing a job description with a job advert is a common mistake. Posting a dry, internal document online and expecting it to attract candidates is like uploading a spreadsheet to Instagram and expecting likes.
When you treat your advert like a piece of marketing — and your description like a reference manual — you:
- Attract better quality applicants
- Improve candidate experience
- Create a consistent hiring process
- Set clear expectations from day one
How to Use Both Together
- Start with the job description
- Make sure it’s accurate, up to date, and reflects the actual needs of the business.
- Craft a job advert based on the job description
- Use the key responsibilities and requirements, but rework them into something that speaks to candidates.
- Post the advert, share widely, and keep the full description handy
- You’ll want the job description ready for interviews, onboarding, and contracts — but your advert is what gets people through the door.
The job description and job advert are two sides of the same coin — one provides clarity and structure; the other creates interest and appeal. Get both right, and you’ll attract the right people, keep them engaged, and set the tone for success from day one.