Job Description ≠ Job Advertisement
Definition of Job Description
A job description is an internal HR document that systematically and comprehensively describes a role's characteristics: core and secondary duties, responsibilities, hierarchical position, functional relationships, required competencies, working conditions and performance criteria.
It serves as a reference for recruitment, appraisal, training and career development. Legally, it proves duties assigned in case of dispute.
Structure of an Effective Job Description
- 1
Role Identity
Exact job title, department, reporting line, grade and classification level.
- –Direct manager and functional relationships
- –Salary band and conventional classification level
- 2
Context and Purpose
2–3 sentences on role reason-for-being and impact on organisation goals.
- 3
Core Duties
5–7 duties phrased with action verbs and measurable expected outcomes.
- –Design and deploy digital campaigns (target: 200 leads/month)
- –Improve SEO for +30% organic traffic
- 4
Required Competencies
Hard and soft skills distinguished, with expected level (beginner, intermediate, expert).
- 5
Autonomy Level
Degree of autonomy, budget responsibility and potential managerial duties.
- 6
Working Conditions
Location, remote work, hours, travel, special conditions (on-call, physical demands).
Job Description vs Job Advertisement: Key Differences
| Critère | Job Description (internal) | Job Advertisement (external) |
|---|---|---|
| Audience | HR, manager, employee | Potential candidates |
| Tone | Factual and comprehensive | Attractive and marketing-focused |
| Sensitive Content | Budget, challenges, classification | Opportunities and benefits highlighted |
| Length | 2–4 pages | 500–700 words maximum |
| Usage | Appraisal, training, progression, legal | Sourcing and applications |
Practical Uses of Job Description
- Create external job adverts
Adapt tone and remove sensitive internal details.
- Structure interview grids
Each core duty becomes a behavioural evaluation axis.
- Define probation criteria
Evaluate each core duty from first months.
- Set objectives in appraisal
Job description serves as performance reference.
- Identify training needs
Identify gaps between current skills and target profile.
FAQs – Job Description
What is the difference between job description and job advertisement?
Who should write the job description?
Should every employee have a job description?
How often should job descriptions be updated?
Does job description have legal value?
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Aurelia centralises job descriptions by function and automatically transforms them into attractive job adverts. Consistency guaranteed between your internal reference and recruitment communication.