5 Different Ways to Post a Job

Written by Christine Walters

In this incredibly competitive market, it is not just how we post but for whom, what, how, where, and when. There may not be any right or wrong way to do this. But here are some considerations

1. For whom are you posting this job?
   Individuals with:
   • specific knowledge, skills, or abilities
     (KSA’s), including a license or certification;
   • industry-specific experience;
   • experience in a particular geographic market; and/or
   • familiarity working in a particular sector such as public, private, or not-for-profit.
     Target those applicants.
2. What will you include in the job posting? Most job postings are electronic, via social media or a web-based platform. They may be constrained by a 280-character attention span. Get to your point quickly. List just the top two to three knowledge, skills or abilities (KSA’s) required for the job.
3. How? Paper ads include those in local newspapers; trade, industry, and professional journals and publications; and magazines. Electronic postings may cost less or nothing. Consider using both.
4. Where? Match where you post with the geographic market of the job. If the job can work 100% remotely, consider a national source. State and local industry, trade, or professional publications may reach a local job market sooner.
5. When? This is a candidate’s market. While reports vary, yours is one in over 11 million vacant jobs in the U.S. (as of April 2022). That is roughly a 22% increase from the same time last year. Know your average time-to-fill (TTF) a job and post your vacancy in advance of that.

Sometimes, it takes more than just posting a job. Consider:

• Hosting or participating in a local job fair
• Partnering with your local colleges’ and universities’ placement offices
• Reaching out to local veterans’ affairs
• Contacting your state and local departments of labor, business, or economic development

Tips For Job Ads & Descriptions

Shop Platforms And Providers. Ask about fees, how long the posting stays up, how your ad will be ordered or prioritized on the website, what is the website‘s overall click rate, what data, metrics or analytics will you receive or have access to related to your job postings (# of hits, clicks, views, etc.).

Track And Monitor Your Results. Know your ROI for each source. If you are getting no leads a site or publications, rotate it off your list and try another.

Avoid Legal Pitfalls. Use adjectives like up-and-coming, energetic, or digital-native with caution. Those and others have landed employers in hot water for the appearance of age discrimination.

Use Referral And Sign-on Bonus With Care. They may have wage and hour implications, i.e., overtime calculations, sick leave rate of pay, etc.

Use Only Bona Fide Job Requirements. Is a HS diploma or college degree really required or is it just preferred? If your current incumbent is successful and does not have it, then it is likely not required. Watch state laws, some are restricting this requirement; Maryland had a related bill this year!