A job posting is basically a method which an employer or recruitment agency advertises a vacant job that they want to fill. The posting usually gives applicants an idea of what the job entails, what qualifications are required and how much the job salary is. This method has a lot of benefits for both sides, but sometimes this method also has drawbacks that can cause problems. If a job posting attracts a large number of candidates, then it can strain the employer’s already strained resources. On the other hand, if an employee gets hired on a specific spot, he/she could feel attached to the company, which could lead to negative work relationships.
One of the most common issues that arises from job postings is the lack of transparency in the hiring process. Some employers use secret methods of recruiting, such as monitoring applicants’ online activity, or by physically interviewing applicants in some isolated places. A job ad does not usually give anyone a clear idea of how things will go once the person has been hired. Thus, a job posting should always be followed up by an interview or at least a written communication explaining a person’s role in the organization, their duties, and their outlook for the future.
Aside from that, the job posting may also draw applicants who are not really interested in the particular organization or the job in question. For example, if an employer posts a job ad for data entry jobs, but a candidate reads it and deems the position’s requirements to be boring and uninteresting, that person might pass off the job posting as a waste of his/her time. Sometimes, people who browse through job listings are drawn to a company or a job ad because they seem to be hiring a specific field, skill, or age-group. However, when these people actually sit down to apply for the position, they do not even understand the kinds of job duties they will have to carry out.
Another downside to job postings is the possibility that applicants will reply to them. The majority of job postings have a space next to the contact details. Some even place their email addresses in this space. This makes it possible for hired applicants to send out fake applications just to test the hiring managers’ attention span. In effect, these fake applications make hiring managers to choose those candidates who really want the job over those who don’t.
Furthermore, job postings can be accompanied by the necessary documents (such as application forms) needed for the applicant to be considered for the position. Some employers even require applicants to send in scanned copies of their resumes or scanned copies of their driver’s license or social security cards. Job descriptions can also be misleading sometimes. For example, some companies advertise for IT support positions as “IT Managers” when the positions are actually meant for network administrators, network troubleshooters, and other such job titles. Thus, when a potential employee goes through a job posting only to find out that the job description doesn’t really match his skills, he may decide not to apply anymore.
Finally, job postings can be vague and sometimes misleading because they do not specify any experience requirements. A common example is job postings for “Network Administrator, Support Technician,” which implies that all applicants must have general IT knowledge in addition to network expertise, which may not be the case. Also, companies may not specify the number of years of experience required, making it impossible for certain applicants to obtain employment despite having plenty of experience. Some companies even have a minimum period of experience requirement, which can be misleading for IT-savvy applicants.
Most of the problems cited so far pertain to IT job openings advertised on the Internet only. One can post job openings in newspapers, in electronic media, and in many other venues, but these types of posting tend to attract candidates with IT experience alone. Because the vast majority of job postings are targeted at experienced IT professionals, potential candidates with less experience may not be as successful in obtaining interviews with hiring entities. This is because most job postings are written by hiring entities and not by job seekers.
To solve these problems, companies should make sure that they post job openings in a variety of locations, such as newspaper ads, Internet job posting websites, and social networking sites. They should specify the type of skills that the job opening requires. They should also specify the applicant’s job description or the job position in detail. Finally, they should specify the number of months or years required for a candidate to qualify for the position. A candidate can complete an application, including all of these items, in as little as five minutes. With the help of a good job posting website, companies will attract more candidates and get better results from their efforts, especially in the competitive market where a good resume is the key to getting an interview and obtaining a job.