The terms “job description” and “job posting” are often used interchangeably, although they serve different purposes within a company. Understanding the differences between these two documents is critical to attracting the right talent, setting pay, and providing clarity to new hires & employees.
In this blog, discover the key differences between the two documents, how they are connected, and the key roles each plays in talent management.
Is the job description and job posting the same document? In conversations, they are sometimes used interchangeably, contributing to confusion. However, they are actually two different documents with distinct purposes.
In this blog, we will discuss what job descriptions and job posts are, and how they differ. We’ll also explore how job description software can help you craft each document thoughtfully. With JD software, you can also maintain a level of collaboration between the two to keep both documents aligned. It’s important to ensure that both internal and external job documents match as job requirements change over time.
Let’s get started!
What is a Job Description?
The job description is a foundational document that outlines the complete description of the position including, the roles, responsibilities, qualifications, skills, and expectations for both the person and the organization in the position.
It helps in conducting performance reviews, setting salaries, defining advancement possibilities, complying with required laws, and much more.
Salary Benchmarking
Job descriptions provide a detailed outline of responsibilities, skills, qualifications, and experience required for a role, which helps in determining appropriate compensation levels and ensuring competitive pay within the market. Without accurate job descriptions, compensation professionals cannot benchmark a role’s compensation with confidence.
Compliance
Accurate job descriptions are essential for meeting legal and regulatory requirements and protecting the organization from potential legal issues related to job classification, discrimination, and labor laws.
Expectation Setting
They define the duties, responsibilities, and expectations for a role, ensuring that both employees and employers have a mutual understanding of what is required.
Performance Management
Job descriptions serve as a basis for evaluating employee performance, helping to set measurable goals and standards that align with the role’s responsibilities.
Training and Development
Job descriptions identify the skills and competencies required, which can be used to develop training programs and career development plans.
Workforce Planning
They help in workforce planning by identifying current and future role requirements, enabling the organization to plan for hiring, succession, and talent management strategically.
Internal Communication
Job descriptions facilitate clear communication within the organization about the structure of roles and responsibilities, promoting transparency and understanding across teams.
Sometimes People Refer to a Job Description as a Position Description – Is that the same?
No, the position description is slightly different.
A position description is a variation of the job description that is meant to provide role-specific clarity for employees, supervisors, and the team. This is an internal document that details out the expectations tied to an individual role.
The documentation is tailored so that employees can understand all the particulars of doing the job. Often times, it expands on details from the job description.
For example, a sales rep job description may have a responsibility to “Log and maintain sales CRM (customer relationship management) system” where as the position description will go into more detail about what needs to be logged into the CRM, how often, etc.
What is a Job Posting?
The definition of a job posting suggests it is a marketing tool for your company’s job descriptions.
The job posting describes an open role and introduces your company to potential candidates. It effectively positions the needs of the role, company’s culture, and values in the most appealing way possible. The goal is to attract qualified candidates and get them to apply for the position.
Attract Candidates
Job postings are designed to attract qualified candidates by clearly communicating the role, responsibilities, desired skills and qualifications, and helping candidates assess if they are a good fit.
Employer Branding
Job postings help convey the company’s culture, values, and work environment, enhancing employer branding and appealing to candidates who align with the organization’s mission.
Compliance
Accurate job postings ensure that the hiring process complies with labor laws and regulations, including non-discrimination and equal opportunity employment requirements.
Market Positioning
They position the company in the job market by highlighting compensation, benefits, and growth opportunities, helping to attract top talent.
What is the Difference Between a Job Posting and a Job Description?
The job description is an internal compliance document. It spells out the skills, knowledge, and attributes needed to perform in a role.
A job posting is a marketing tool to attract the right candidate(s) to apply for open positions.
The job description lays the groundwork. Job postings bring that groundwork to life.
Both job postings and job descriptions should have inclusive content and language. Job postings should be a window into your company to attract the right talent for your business. While job descriptions should be a fully descriptive document that is utilized to capture all aspects of the role’s requirements for the position and critical information about the company.
Every section of a job posting and job description has technical elements that can be difficult to get right. In addition, both need to be aligned, but structured in different ways to best fit their purpose. That’s where job description software comes in.
How Job Postings and Job Descriptions Work Together
Both job descriptions and job postings set clear expectations, shape interview questions, and ensure fair candidate evaluation. Maintaining consistency between these documents minimizes legal risks by providing clear and accurate information to candidates.
As roles evolve, both job descriptions and postings need to be updated to reflect these changes, while maintaining accuracy and relevance. Together, they contribute to ongoing role definition, employee development, and performance management.
Consistent messaging across both helps strengthen employer branding and ensures a positive experience for candidates and employees. Consistently aligning the relationship between job postings and job descriptions strengthens employer branding, and provides a positive experience for both candidates and employees, impacting areas such as compensation, compliance, benchmarking, and workforce planning.
Common Mistakes When Creating Job Postings and Job Descriptions
A poorly written job description can frustrate employees because it does not provide clarity to what their duties and roles are. On the other hand, poorly written job postings can attract less than ideal candidates for an open role. This lack of clarity can lead to ill will between the company and employees or candidates. According to the Society for Human Resource Management (SHRM) creating and maintaining job descriptions should involve employees, managers and HR.
Some common mistakes include:
- Using trendy job titles
- Poor spelling and grammar
- Vague job postings
- Postings that aren’t mobile optimized or easy to navigate
- Lack of compensation information
Here are some other job description stats HR leaders should know.
How Job Description Software Can Streamline Your Talent Hunt While Saving Time and Money
Mosh JD Job Description Software aims to simplify the job description management process by providing an intuitive job description database to manage consistency between job descriptions and job posts.
Our job description software is designed to provide HR teams with the right tools to eliminate the discomfort and pain of job description management.
What Does Our Software Offer?
Our software can help companies HR, talent acquisition, and compensation stay aligned by providing the right tools and features to keep job descriptions accurate and current. Learn more by visiting MoshJD.com
Conclusion
In the quest to attract extraordinary talent and build fantastic teams, your job descriptions and postings must be authentic, thorough, and well-crafted. It is an integral part of a candidate’s hiring journey, extending to the interview process, skills assessment, and beyond, resulting in a stellar onboarding experience.
If you want your hiring approach and strategy to be precise, we are here to help. Click here now to learn more about our job description software and reach out to us for a consultation today.
