Is a job posting the same as a job description? Do I need both? Why? If you are a Compensation professional, you probably get asked these questions frequently.
A job description and a job posting are not the same. A job description documents the responsibilities associated with a job. It is the document that is typically used for compliance purposes. Essential Functions (also known as primary responsibilities) document what is required to perform a job successfully meeting ADA requirements. Job descriptions can also contain the FLSA exemption classification meeting Department of Labor requirements to evaluate jobs as being Exempt or Non-Exempt. Lastly, physical requirements and working conditions documented in a job description will satisfy ADA documentation requirements regarding conditions that an employee encounters or is exposed to during the course of performing the job.
Best practice is to also include information that assists Compensation in mapping the job to survey data and grading the position such as supervision of direct and indirect employees, financial responsibility, education, experience, licenses/certifications, knowledge, skills, and abilities. Competencies can be included that help managers assess performance. Job level responsibilities support managers creating development plans for their employees. Recruiters use the information in the job description to obtain an understanding of the requirements of the job to help them find qualified candidates and develop interview questions.
Job postings are used to advertise the position to potential candidates. They are based off the job description and even use content from it such as the job summary, essential functions, education, and experience. However, a job posting has additional information on the company in order to sell the company, it’s culture, and growth opportunities.
I recommend you checking out JDXpert which is an online job description software that takes the hard work out of writing job descriptions and job postings! JDXpert allows you to create job descriptions online and complete the editing process using assigned workflows. Additionally, you can set-up templates that automatically pull information from the job description into the job posting and provides interview questions based on the competencies selected.
Don’t allow hiring managers to talk you out of creating a job description and just using a job posting. The job description should always come first to ensure that all relevant information has been provided for the job for both compliance and HR purposes.
Meet The Comp Chick
The Comp Chick, aka, Jennifer Peacock has more than 25 years of diverse experience in human resources ranging from consulting to corporate HR leadership. She started The Comp Chick blog as a way to show her peers that Compensation doesn't have to be boring or difficult.
The Comp Chick, aka, Jennifer Peacock has more than 25 years of diverse experience in human resources ranging from consulting to corporate HR leadership. She started The Comp Chick blog as a way to show her peers that Compensation doesn't have to be boring or difficult. All information included in this blog is opinion.