Your job adverts form a vital part of your recruitment strategy, don’t just leave it to recruitment consultants to do it.
However, with increasing workloads, many people lack the time to sit and write a new advert for each job opening. Some might be tempted to simply copy and paste chunks of text from the job description on to the job boards or send it to the agencies to let them deal with it.
Failing to recognise the difference between a job advert and job description can become time consuming; they are separate documents with different purposes. Getting your job advert wrong could have negative consequences, including increasing your time to hire and extra expense in terms of editing or even re-advertising your vacancy.
But what are the main differences between a job description and job advert?
1. A job advert is a sales tool, a job description is an informative document
The purpose of a job description is to inform an employee of exactly what their job entails, even down to the fine details.
However, some of the smaller details associated with a role, such as ‘producing ad hoc reports’ and ‘attending a meeting every two weeks’ aren’t going to make a jobseeker want to apply for the position. Therefore, they shouldn’t be included within your job advert.
A job advert should sell the aspects of the role that are going to entice applicants. Just think, will candidates have the chance to work on lots of exciting projects? Will they be able to play a key role in the formation of a brand new department? If so, let jobseekers know!
2. Job adverts should be short and succinct
Job adverts should be concise and punchy, briefly summarising the duties that the successful candidate will be doing and providing a general overview of the role.
On the other hand, most job descriptions are usually very long, which is fine because they’re a comprehensive, informative document. However, you should avoid putting your job description on a job board as it’s likely to deter candidates.
3. Job adverts should neverinclude internal jargon
Job descriptions are usually loaded with internal buzzwords and jargon which might make sense to anyone currently working in your company but to anyone else, they’ll read like a foreign language. Therefore, it’s important to leave them out of your advert.
Within your job adverts, try to keep your language simple. Candidates are likely to switch off the second they read terms that make no sense or that don’t really mean anything.
4. They’re usually written from different points of view
The majority of job descriptions are written in the third person point of view. For example, ‘the employee will resolve any customer queries’ and ‘they will respond to emails’.
In adverts, it’s important to engage candidates and draw them into your advert. Addressing them directly as ‘you’ will make it feel as though you’re talking directly to them.
5. Think about your essential criteria
Job descriptions usually contain long lists of essential points about the role, including lots of soft skills, such as great communication abilities, attention to detail etc. Many of these points, whilst important, are redundant in an actual job advert where candidates should be able to assess themselves on experience and knowledge.
Within job adverts, it’s important to keep the list of essential criteria as short as possible, rather than a huge shopping list that only a fictional perfect candidate will have.
We can help you write a successful job advert, call us today on 07810 56 36 76. We look forward to hearing from you.