Job Ad vs. Job Description: Why They Shouldn't be the Same

In healthcare recruitment, the terms job ad and job description are often used interchangeably but they shouldn’t be. While both serve important roles, confusing one for the other can weaken your hiring process and deter top candidates.

Understanding the difference and purpose of each can help you attract the right talent more effectively and set clear expectations from the outset.

What Is a Job Description?

A job description is an internal document that outlines:

• The core responsibilities and duties of the role
• Required qualifications, skills and experience
• Reporting lines and team structure
• Performance expectations and key outcomes

It’s a detailed blueprint of the position, primarily used by hiring managers, HR and payroll teams to manage the role internally.

What Is a Job Ad?

A job ad is a marketing tool designed to attract candidates. It should:

• Grab attention with a compelling headline
• Highlight the benefits and opportunities offered by the role and organisation
• Speak directly to your target candidates’ motivations and needs
• Be concise, engaging and easy to read
• Include clear instructions on how to apply

The goal is to spark interest and encourage the right candidates to take action.

Why You Shouldn’t Use Your Job Description as a Job Ad

Many organisations simply copy and paste their internal job descriptions into job ads. While convenient, this shortcut can:

• Overwhelm candidates with jargon or unnecessary detail
• Fail to showcase the unique selling points of your role and organisation
• Come across as dry or impersonal, missing the human touch healthcare professionals value
• Overlook key candidate priorities such as career growth, flexibility or workplace culture

Put simply: your job ad is your first impression. Make it count.

Tips for Writing More Effective Job Ads

1. Lead with “Why”

Start with a strong opening that shows why the role matters.

Example: “Join our compassionate team delivering exceptional patient care in a supportive, flexible environment.”

2. Focus on Benefits, Not Just Requirements

Candidates want to know what’s in it for them, not just what you expect.

• Mention opportunities for training or progression
• Highlight team culture, values and leadership style
• Include flexible working options, if available

3. Use Clear, Accessible Language

Avoid acronyms and overly technical terms. Keep it professional but human.

4. Include a Strong Call to Action

Guide candidates towards the next step.

Example: “Ready to make a difference? Apply today and help us deliver world-class care.”

Final Thought

Your job description and job ad serve two distinct but equally important purposes. A strong job description ensures internal clarity and role alignment. A compelling job ad attracts the right talent and reflects your organisation’s values, culture and vision.

Taking the time to distinguish and perfect both will improve your recruitment outcomes and ultimately help you build stronger, more aligned healthcare teams.

At Stroud Resourcing, think of us as your strategic hiring partner, not just another recruiter. Connect with us on LinkedIn or simply call us on 01904 239910.