What does an employer need to post a job online? — CBS News — Top

RESOLVING THE LEDGER

The process of hiring new employees used to be significantly more complicated than it is in today\u0027s landscape. Previously, employers had to decide where to physically advertise a job opening and then wait days or weeks for applications to arrive before sorting through the responses. The shift to online hiring that has occurred over the last couple of decades has dramatically shortened that process, though. An employer can now create a listing and start reaching potential candidates almost immediately, whether they\u0027re looking for someone locally or casting a much wider net.But while hitting publish to push an online job advertisement is a relatively simple task, there are still numerous tasks that need to be checked off the list before the job listing goes live. Employers still have to determine exactly what they\u0027re hiring for, decide what they\u0027re willing to pay for the role and confirm how applicants will be evaluated during the hiring process. And as more states and cities adopt rules governing pay transparency and hiring practices, the information that\u0027s included \u2014 or left out \u2014 of a job posting matters even more than it once did.That can leave new business owners, small employers and even experienced hiring managers with a deceptively simple question: What do you actually need to post a job online? While the specifics can vary depending on the hiring platform, the position and where the job is located, there are several important pieces to have in place before you accept any applications.What does an employer need to post a job online?What employers need to post a job online will depend partly on the website they\u0027re using and partly on applicable federal, state and local employment laws. In general, though, employers should be prepared with the following information:Basic information about the employerMost online job boards require employers to create an account before publishing a listing. That generally means providing basic information such as the employer\u0027s name, contact details and, depending on the platform, information that can be used to verify the business.Verification can be particularly important because fraudulent job listings have become a concern for applicants and job platforms alike. An employer may therefore be asked to verify an email address, company website or other business information before a listing is approved.Employers should also decide how much company information to include in the advertisement itself. A short description of the business, its industry and what it does can give applicants useful context and help distinguish a legitimate opportunity from a vague listing.A clear description of the positionEmployers should also have the basic parameters of the job established before creating the listing. That typically includes the job title, responsibilities, location and whether the position is full-time, part-time, temporary, contract, hybrid or remote. After all, nearly 50% of job seekers say they would feel more seen by employers if job descriptions had more detail, according to ZipRecruiter research, allowing them to narrow down the jobs aligned with their skills and interests.\u00a0The listing should spell out the qualifications that actually matter for the role, such as required licenses, education, experience or technical skills. Employers should be careful about unnecessary requirements, though, as even seemingly neutral hiring practices can create legal problems when they disproportionately exclude protected groups and aren\u0027t job-related or necessary for the business.Clear requirements can also make the hiring process more efficient. If applicants know upfront that a position requires weekend work, frequent travel or a specific certification, for example, they\u0027re better equipped to determine whether applying makes sense.Compensation and benefits informationEmployers should determine the pay range and benefits for the position before posting the job online, even if their jurisdiction doesn\u0027t require that information to appear in the advertisement. That\u0027s because pay transparency laws have expanded across the country, and the exact rules vary. Depending on where the employer or position is located, a listing may need to disclose a salary or hourly wage range, benefits or other compensation information.The state of Colorado, for example, requires covered job postings to include compensation, benefits and an application deadline. Other jurisdictions have their own requirements, so employers posting jobs across multiple states \u2014 particularly for remote positions \u2014 should check the rules that apply before publishing a listing rather than assuming one version will comply everywhere.A legally compliant job advertisementThe wording of the advertisement matters, too. Federal law prohibits covered employers from publishing job advertisements that indicate a preference based on protected characteristics such as race, color, religion, sex, national origin, disability, genetic information or, for workers 40 and older, age. That means seemingly harmless phrases can create issues. For example, the Equal Employment Opportunity Commission (EEOC) specifically warns that language seeking "recent college graduates" could discourage older applicants.State and local laws may impose additional restrictions. Employers may also face rules governing what they can ask applicants about salary history, criminal records or age-related information. In certain states, for example, employers generally cannot request dates of birth, graduation dates or school attendance dates on an initial application, though there are limited exceptions.An application process and contact pointEmployers also need a way to receive and manage applications. A job board like ZipRecruiter may allow candidates to apply directly through its platform, while other listings send applicants to the employer\u0027s website or applicant-...

What does an employer need to post a job online? — CBS News — Top | AIPROPX