A Recruiter’s Guide to: Job Posts vs. Candidate Profiles (Inspired by HTML5)

In the ever-evolving recruitment world, there are always new tools and techniques popping up to make our jobs easier. Much like the shiny new HTML5 elements <article> and <section>, recruiters often face the question: When should we use one tool over the other? Let’s break it down with a fun comparison to help you better understand when to focus on job postings vs. candidate profiles.

The "Job Post" – aka the <section> of Recruitment

Ah, the trusty job post, the backbone of every recruiter’s day. Think of the job post like the <section> tag in HTML5. For years, recruiters have used traditional methods (hello, LinkedIn job posts) to break down job roles into sections. But what makes the job post more than just a basic block of text?

Just as <section> is designed to structure content on a webpage, your job post should structure the key elements of a role—skills required, responsibilities, and cultural fit. Here’s the kicker: Just as developers still use <div> for more style-heavy sections, there are times when your job post should remain clear and concise without extra fluff.

Pro tip: Use the job post when you're aiming to organize information that’s specific to a role, but don’t overdo the flashy features. Stick to the essentials! Your job post should tell the candidate everything they need to know without reading like an encyclopedia. Keep it simple, like a <div> for style but structured with the power of <section>!

The "Candidate Profile" – The <article> of the Recruitment World

Now, let’s talk about candidate profiles—these are your gems, your gold nuggets in the sea of resumes. A candidate profile is like the HTML5 <article> tag, self-contained and distributable. When you review profiles, think of them as stand-alone pieces, just like an article on a website.

Much like <article> is perfect for a blog post or news piece, a candidate profile should stand on its own—ready to be sent to your hiring manager, distributed across teams, or even shared with other clients. These profiles aren’t just a bunch of random skills—they tell a story about the candidate's background, achievements, and potential.

Pro tip: When building out a candidate profile, keep it detailed but digestible. Like an <article>, it should be something that can easily be passed around and understood on its own merit. You wouldn't want to overstuff it with irrelevant skills just as you wouldn’t pack a blog post with unnecessary paragraphs. Keep it concise, informative, and focused!

So, When to Use Which?

It all boils down to context! Use the "job post" (your <section>) when you need to organize the elements of the role into digestible pieces. This is where you guide potential candidates through what they can expect. On the flip side, your "candidate profile" (the <article>) should be your hero content—a standalone document that shows the candidate in their best light, ready for syndication to all the right stakeholders.

Just like the HTML5 structure makes web content easier to navigate, adopting this mindset in recruitment can help you build a more semantic (and effective) hiring process.

Conclusion

Recruitment tools and strategies, much like HTML5, are designed to make the process smoother and more intuitive. There will always be debates about the best way to craft a job post or organize a candidate profile—just as there are debates in the world of coding about <article> vs. <section>. But the key takeaway? Use the right tool for the right context.

So whether you're diving into job postings or refining that perfect candidate profile, make sure your structure makes sense. In the end, clarity, precision, and purpose are what matter most. Happy recruiting!