These terms are often used interchangeably, but they actually serve different purposes in the hiring process.
Let's break it down in under 15 minutes.
So, what is a job description?
A job description, also known as a JD, is the foundation of your hiring process. It's an internal document that outlines things like responsibilities, skills required, reporting relationships, compensation details, work environment, etc.
It's usually created through collaboration between hiring managers, recruiters, and compensation teams. It really serves two audiences. Internally, it's HR, compensation planning, and performance management. Externally, it's used as a base for job postings, or it should be.
Now, what is a job posting?
A job posting is an external-facing document meant to attract candidates. You can find it on company career sites and job boards like Indeed or LinkedIn.
Some companies actually copy their internal job description directly into a job posting. This is not ideal. Others maybe make a few tweaks, modify it, remove some internal metrics and reporting structure.
And now, what is a job ad?
A job ad is a marketing tool used to promote a job. This often involves paid promotions like boosted job board placements, social media advertising—think Facebook, LinkedIn, TikTok, and others.
These should have engaging visuals and a clear call to action for candidates.
Our friend Kat Kibben from Three Ears Media actually defines job ads as what you use on social media with strategic images, sponsored posts, etc.
So here's a quick recap.
A job description is an internal blueprint of a role.
A job posting is an external listing to attract applicants.
A job ad is marketing-focused content to boost visibility.
So, no matter what you call them, if you use them interchangeably or use all three in your company, if you need a better way to manage job descriptions, OnGig helps you store, refine, and turn job descriptions into job postings that drive better job ads.
See you in the next episode.
