The Difference Between a Job Description and a Job Post: Bridging Compliance and Marketing in HR 

In the world of HR, there’s often confusion between job descriptions and job posts. While both are important, they serve very different purposes. Understanding these differences can help HR professionals create more effective recruitment strategies that not only meet compliance standards but also attract top talent. 

Job Description: Compliance and Clarity 

A job description is a detailed document that outlines the specific duties, responsibilities, and requirements of a job. Its primary purpose is to ensure compliance with legal and organizational standards. Here’s what a job description typically includes: 

• Job Title: Clearly defines the position. 
• Essential Functions: A comprehensive list of what the job entails. 
• Requirements: The necessary qualifications, skills, and experience. 
• Working Conditions: Information on physical requirements 

Job descriptions are for internal use, providing clarity and structure to both current and potential employees. They help set expectations and are used for performance evaluations, promotions, and legal compliance. 

Job Post: Marketing and Attraction 

A job post, on the other hand, is a marketing tool designed to attract candidates. It’s the public-facing version of the job description, crafted to engage and entice potential applicants. Think of it as an advertisement for your job opening just like an advertisement for a product. We can apply proven marketing techniques to our job post!  Here’s what a job post should include: 

• Eye-Catching Job Title: A compelling and descriptive title that grabs attention. 
• Engaging Job Summary: A brief overview that highlights the most attractive aspects of the job. This should cover: 
• Compensation and total rewards 
• Opportunities for advancement 
• Employer brand and reputation 
• Key job duties and requirements 
• Responsibilities: Use 4-6 bullet points to describe the key responsibilities. 
• Requirements: Use 3-6 bullet points to list the necessary qualifications. 
• SEO Optimization: Incorporate relevant keywords to ensure your job post ranks higher in search engine results. 

The HR Funnel: Integrating Marketing Principles 

To maximize the effectiveness of your recruitment efforts, it’s essential to think of your job post as part of the HR funnel. Just like in marketing, the goal is to attract, engage, and convert potential candidates. Here’s how to apply these principles: 

1. Awareness and Attraction: Use eye-catching job postings and compelling employer branding to draw in potential candidates. Make sure your job post is visible on multiple platforms and optimized for search engines. 
2. Consideration and Intent: Provide detailed information about your company culture, benefits, and career opportunities to help candidates evaluate their options. Make your job post engaging and informative. 
3. Application and Conversion: Implement a smooth and user-friendly application process. Encourage candidates to apply by making the process straightforward and appealing. 

Connecting the Dots 

By understanding the distinct roles of job descriptions and job posts, HR professionals can create a more cohesive and effective recruitment strategy. Here’s how to connect the dots: 

• Compliance Meets Attraction: While job descriptions ensure legal compliance and internal clarity, job posts serve as marketing tools to attract top talent. Both documents should be aligned but crafted for their specific audiences and purposes. 
• Crafting the Message: Use the detailed information from the job description to inform the content of your job post, but present it in a way that’s engaging and attractive to potential candidates. 
• Consistency is Key: Ensure that the job post accurately reflects the job description, providing a truthful and enticing picture of the role. 

Conclusion 

Job descriptions and job posts are both vital components of the recruitment process, each serving a unique purpose. By integrating proven marketing principles into your job posts and maintaining clear, compliant job descriptions, you can attract and retain the best talent for your organization. 

Let's start thinking like marketers in HR to create compelling job posts that stand out in today's competitive job market!