We’ve had some people ask about the difference between job descriptions, job postings and job ads. It’s a valid question since these terms are often used interchangeably.
Here’s some clarity based on the many years my team and I have spent automating our job description software.
What is a Job Description?
The phrase “job description: is the most common term for anything related to a job page.
Note: Some of this article is excerpted from the free Job Descriptions Guide by Ongig I recently wrote.
The reason that “job descriptions” is used as an umbrella term is that the JD is where it all begins. Typically, the job description writing process is a collaboration between hiring managers, recruiters and the compensation team. It might look like this:
- A hiring manager describes the position they need filled (duties, skills and other requirements, etc.). It may also include success metrics. Some call this the position description.
- A recruiter or other HR person works with the hiring manager to complete the job description (e.g. handling standard sections that the hiring manager doesn’t have to worry about (Benefits, EEO/Diversity Statement).
- The Compensation team nails salary/bonus info
- This job description becomes the “system of record” for the job that needs to be filled
The “job description” is the foundation for 2 audiences:
- Internal — HR planning, compensation planning, training efforts, and performance management.
- External — It’s the trigger for external-facing job ads (typically called “job postings” or “job ads).
The best job descriptions include text that is:
- Gender-neutral
- Readable
- Positive sentiment
- Simple opposed to complex words
And now on to the external-facing job posting…
What is a Job Posting?
“Job Posting” is the most common phrase for the job page that a company uses externally to attract a candidate.
A job posting tends to live in 2 main areas:
- A company career site
- A job board
Some employers take most or all of the content from their job description and use that for their job posting.
Their internal and external job description/posting are sometimes identical.
Other employers withhold certain job description info from their job postings such as:
- Salary
- Reporting structure
- Internal goals/success metrics.
The best job postings include a combination of:
- Video
- Images
- Maps/Location Content
- Recommended Jobs
- Employee Testimonial
- Glassdoor & Linkedin Widgets
An Example of a Job Description vs Job Posting
What is a Job Ad?
A “job ad” (or job advert as they say in the U.K.) is often synonymous with “job posting” but can also be different.
The term “ad” implies that it’s a job page that you are paying someone to get advertised (e.g. when you pay a job board to get extra promotion of your job).
Understandably, those folks would not use the term “job ad” to describe a job page on an internal company career site.
Others use the term “job ad” to describe a job page that has extra engagement. Katrina Kibben of Three Ears Media, for example, defined job ad (in 7 Things I Learned Writing Job Postings in 60 Days) as:
“What you use on Facebook or social media, for example, that promote the job. These are strategic images, sponsored posts, etc.”
I see where Katrina is coming from.
The “ad” in “job ad” suggests the job page is paid for one way or the other (the employer either paid a job board or invested in strategic images or video or leveraging copywriters, etc.).
The best job ads are:
- Optimized for social sharing (LinkedIn, Facebook, Twitter)
- Have an engaging thumbnail image
- A snippet of the job description (focused on company or position)
- Link to the job posting
Differences Between A Job Description, Job Posting, And A Job Ad
I’ve compiled the differences between a job description, a job posting, and a job ad in a table format to make for easy understanding.
| Aspect | Job Description | Job Posting | Job Ad |
| Definition | Detailed document outlining job responsibilities, requirements, and qualifications. | Online announcement of an open position, usually posted on job boards or company websites. | Marketing content aimed at attracting potential candidates to apply for the job. |
| Purpose | Provide a comprehensive understanding of the role for both hiring managers and candidates. | Inform potential candidates about job openings and encourage them to apply. | Capture the attention of potential candidates and persuade them to apply. |
| Key Components |
|
|
|
| Audience | Internal and external candidates, HR team, and hiring managers. | External candidates actively seeking job opportunities. | Passive and active job seekers, often used to attract a wider audience. |
| Length | Detailed and often lengthy, providing extensive information. | Concise but informative, typically shorter than a job description. | Brief, engaging, and to the point, designed to capture interest quickly. |
| Tone | Formal and informative, focused on clarity and detail. | Professional and clear, aimed at providing essential information. | Engaging, persuasive, and appealing, with a marketing focus. |
| Usage | Used internally for HR and hiring managers to ensure clarity about the role; shared with candidates during later stages of recruitment. | Posted on job boards, company websites, and other platforms to notify potential candidates of the opening. | Distributed through various channels including social media, websites, and sometimes print media to attract candidates. |
Role of AI in creating inclusive job descriptions, job postings, and job ads
We can’t talk about creating job descriptions or postings without considering how AI helps streamline our efforts.
Many statistics show that AI, especially generative AI, is becoming more popular in HR. 81% of HR professionals have tried or used AI to improve their processes. Another study shows that 66% of CEOs think their HR departments will benefit from using Artificial Intelligence in their workflows.
I work with HR and DEI leaders and see how they use AI to make their job posting process smoother.
Bias Detection and Correction
The most popular role I’ve seen AI play in the creation of job descriptions is bias detection and correction.
More companies are realizing that inclusive language in job ads matters. And why not? A study by ZipRecruiter shows that removing gender-coded language from job ads leads to more responses.
In the past, you had to manually review job ads, and hope you didn’t miss anything to avoid discrimination. But now, with AI tools like Ongig, it’s easier than ever to write and analyze job descriptions for biased language that might deter some people from applying to open roles in your organization.
Watch this video to see how Ongig’s Text Analyzer can help you create effective and inclusive job descriptions.
Consistency and Standardization
Another way I see organizations use AI in their job descriptions is to ensure consistency across multiple job descriptions.
When you have hundreds of job descriptions, you can find that some are too long, have inconsistent sections, or are stored in multiple places in different formats. Candidates expect clear and professional communication and a lack of standardization can push them away.
Ongig’s customers solve this problem with our centralized job description automation system. This system helps organizations quickly get large-scale job ads out while staying consistent, compliant, and inclusive.
For example, Supplement Healthcare (SHC) uses Ongig’s platform for 100% of its job postings, even when posting over 100,000 jobs per month. Read about how they streamlined their job posting process here.
For some tips on writing job descriptions (or job postings), check out How to Write a Job Description — Best Practices & Examples.
Why I Wrote This
I love anything related to the almighty job description. Check out Ongig’s Candidate Experience and Text Analyzer software if you want to attract top talent and remove all bias from your job descriptions.
