In collaboration with Green Bee Recruitment and EC Human Resources
Let’s be honest. If you’ve ever copied and pasted a job description into a job board and expected the applications to roll in, you’re not alone. Many business owners under pressure to recruit have done the same. But the reality is that approach will not fill your vacancy any time soon. It’s the awkward moment of realisation when you suddenly see that the process isn’t working, you’re in the sh*t.
That’s exactly why we’re here. We’re Richard from Green Bee Recruitment and Emma from EC Human Resources. Together, we’re lifting the lid on the real HR and recruitment issues that keep business owners awake at night and we’re giving you the tools to fix them before they spiral.
So, what is the big difference between a job description and a job advert? A job description is an internal document. It belongs in the HR file and sits neatly alongside contracts and policies. It’s often used as a performance management tool, clarifying responsibilities and reporting lines, and making sure compliance boxes are ticked. It is an essential foundation for your organisation. But let’s be clear, useful doesn’t mean engaging. A job description is not designed to inspire anyone.
A job advert, on the other hand, is outward facing. Think of it as your opportunity’s Tinder profile. It is not there to record duties or safeguard compliance but to attract, to sell and to excite. It speaks directly to people rather than job titles. It draws attention to what candidates actually care about: whether there is flexibility, whether the organisation shares their values, and whether there are opportunities to learn and grow. A strong job advert takes the essence of the role and presents it in a way that makes the right people want to find out more.
The reason so many businesses get it wrong is simple. No one ever taught you the difference. Job descriptions are usually carefully written, signed off and filed away. So, when the need to hire suddenly arises, it feels natural to take the ready-made document and post it online. The problem is that a description written for internal clarity rarely works externally. Copying and pasting leads to adverts that attract the wrong people, put off the right ones and end up costing time, money and momentum. And in today’s market, where recruitment mistakes are more expensive and more disruptive than ever, the consequences are too serious to ignore.
The answer is not to scrap job descriptions but to use them as the starting point. Treat them as the backbone of your advert but then add the flesh, the personality and the hook. Write for the candidate rather than the company. Shift the perspective from what you need to what they want. A job advert should connect with real people, sell the opportunity, and stand out from the dozens of other posts that a candidate might scroll through. When you align HR and recruitment from the very beginning, you give yourself the best possible chance of attracting individuals who are both capable of doing the job and excited to bring their energy to your business.
Of course, this is easier said than done. We have seen adverts that read like contracts, filled with clauses and jargon that would scare off even the keenest applicant. We have also seen job descriptions so vague they miss half the actual duties. When businesses are under pressure, it’s easy for things to get messy. HR and recruitment can quickly become another stress on top of the daily demands of running a company.
That’s why we’re teaming up. Between us, we have seen the pitfalls, the frustrations and the missed opportunities. We know that most business owners are not trying to cut corners, they simply haven’t been shown the right approach. Our goal is not just to patch things up when they go wrong but to prevent you from falling into the same traps again. Getting this right from the start saves time, money and energy, and makes sure your business can grow with the right people by your side.
