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Partnering with SME companies throughout East Anglia, Michelle Denny Recruitment is a recruitment agency which specialises in personalised recruitment consultancy services in Norfolk and Suffolk to help you discover that elusive new member of staff at a budget that suits you.

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With different campaign options to meet your requirements and innovative marketing strategies to captivate worthy candidates, we'll present you with a refreshing, no-fuss approach to recruitment. Whether you need a comprehensive recruitment drive with full support, or a simple campaign to find you candidates to review in-house, we'll work with you as an extension of your team, to understand your business and the people within it. 

Clients

THIS WAY TO HIRE

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We'll introduce you to companies with job opportunities across Norfolk, Suffolk and beyond that share your values and understand your career aspirations so you can feel confident in your job search. With guidance, support, constructive feedback and consistent communication as standard throughout our approach, Michelle Denny Recruitment Consultancy looks beyond your CV to discover what makes you, you!

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With a clear direction, straightforward application process and ongoing recommendations, we’ll provide you with the ultimate match-making service to help you find the right job, in the right company, with the right team. Learn more, view our current vacancies and upload your CV to register for upcoming roles too.

Candidates

THIS WAY TO A NEW JOB

How to Write a Job Description That Works - and Why It’s Not the Same as a Job Advert

  • Michelle Denny
  • 3 days ago
  • 2 min read

If you’re like most busy hiring teams, the process of writing a job description probably looks something like this:


🔁  Open the old one

✏️  Tweak the title, maybe a few responsibilities

💾  Save and send


Sound familiar?


Job descriptions are one of the most overlooked tools in the recruitment process. They often get reused, rushed, or written in a vacuum - and yet, they’re one of the first things your potential hire sees.


And more often than not, they don’t actually say what the job is.



So… who should write the job description?


In many businesses, the task falls to HR - or lands on the hiring manager’s desk as a Friday afternoon to-do. Occasionally it’s lifted from a job advert or repurposed from another team. But very rarely is it built intentionally, with input from everyone who’ll be impacted by the hire.


That’s where things can start to go wrong.


Because if the job spec isn’t based on real, current business needs - or the right behaviours for success - then it’s no surprise when the wrong person is hired. Or worse, when the right person walks away because the expectations weren’t clear.


Job Description vs Job Advert: Not the Same Thing


It’s worth saying: a job description is not a job advert.


Your job description is the internal blueprint for the role. It should be clear, accurate, and aligned to the business as it stands today - not where it was however many years ago when the spec was first written. It’s what informs your search and your screening process. It sets the foundations.


Your job advert is the external story. It’s how you connect with the right candidates. It takes the bones of the job description and shapes them into something that speaks to the person you want to reach.


One without the other? You’re either attracting the wrong people, or setting the right ones up to fail.


The approach we take


When we support clients with recruitment at a more consultative level, we always start with the role itself - and the people around it.


That means speaking to the key stakeholders, understanding what’s changed, and often uncovering unspoken expectations that haven’t made it into writing. We also use behavioural role analysis to help everyone get clear on what “good” really looks like - not just on paper, but in practice.


It’s not just about a person who can do the job. It’s about someone who will thrive in it, add value to the team, and move the business forward.


And that takes more than a copy-paste spec.


Reflection: Is your job description fit for purpose?


  • When was the last time you reviewed your job specs from the ground up?

  • Do your current descriptions reflect the role as it is now, or as it was?

  • Are they shaped by one person’s view - or built around input from the right stakeholders?

  • Do they support hiring the right person… or just the next available one?


Want to improve your job descriptions?


If you’d like help creating a job description that actually supports the outcome you’re hiring for, we’ve got two useful next steps:



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