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Posting a Job

    Whether it is growing to fill organizational demand, or responding to employee turnover, posting a job is essential to acquiring talent and growing the organization. It is beneficial to have a job description crafted prior to posting a position, in order to best identify the right canddate and to effectively explain the position.

    While internet postings are a common method, there are various media outlets that employers may use to broadcast job openings. These can include:

    Internet sites: Many employers have a website with an employment component to it. The site may include an online application process that is linked to the organization's HRIS or applicant tracking system. LinkedIn is an increasingly common platform for recruiters to reach out to job candidates. Employers can also use Internet recruitment sites such as and to post job and career information. Additionally, some websites are geared toward specific industries, professions or other dimensions of diversity.

    More on LinkedIn recruiting.

    Article: Redesigning your careers website.

    Radio and televisionRadio is an excellent recruitment advertising medium to use to target a specific audience. Employers can contact radio stations to obtain information on their listener demographics.

    Radio can be a no-cost medium when using public service announcements (PSAs) to advertise job openings. HR professionals should investigate which stations offer free (or low-cost) employment bulletin boards that feature community job openings.

    Organizations can maximize the effectiveness of radio messages by combining print advertising with the radio recruitment ads. For example, the ads can refer radio listeners to the advertisement in Sunday's classified section of the newspaper and to the company's website. This can be particularly effective in promoting a recruitment event, such as an open house, career fair or information seminar.

    Like radio, television can be effective in targeting the message and can be quite affordable when PSAs are used. Given the growing number of cable channels, employers may want to ask local cable television providers if they offer bulletin boards of job openings.

    Print publications: The "Help Wanted" section of a newspaper is the most obvious option, but it is not the only or the most effective approach to newspaper recruiting. For example, when seeking job candidates who are not actively seeking employment, organizations should not post a position in the classifieds.

    Instead, employers should analyze the sections most likely to be read by targeted candidates and place ads there. For example, one small business interested in targeting women for open positions placed its help-wanted ads near grocery store ads on coupon days. To further entice readers, the recruitment message was in the form of a clip-out coupon that could be mailed in by interested applicants (no resume required).

    Bargain "shoppers" (no- and/or low-cost papers) and similar publications can also be used to advertise for job openings.

    Billboards and posters: 

    Billboards. Recruitment messages may appear most anywhere—including on highway billboard signs, electronic billboards during sporting events and even portable billboards that can be rented affordably. Messages must be short, concise and easily read by passersby to attract their attention. For example, one retailer wanted to create a positive impression, so it instructed viewers to "place your name on our employment waiting list." Soon the company had a pool of qualified job candidates for a variety of openings.

    Posters. One low-cost recruitment tactic is to place posters in specific areas within the community. For example, when looking for college graduates, employers can post messages on bulletin boards on college campuses. When searching for back-to-work moms or dads, organizations may want to place posters in grocery stores. Likewise, posting recruitment messages in senior community centers, pharmacies and nutrition centers may attract older workers.

    SHRM Job Ad Template

    Company Name:

    Title of Position:

    Position Type [FT/PT/temporary, etc.]:

    Pay Range [optional]:


    [Optional: Identify any main attractors to working for your company, and/or the type of candidate you seek in terms of cultural fit, experiences, etc.]

    Description of Responsibilities:

    Required Experience:

    Required Skills:

    How to Apply [include appropriate mailing address or website]:

    Closing Date:

    For information on [Company Name], including more information on employee benefits and our company culture, visit our website at [insert URL].

    [Optional: All applicants will receive an acknowledgement that their application has been received within [insert timeframe] from the closing date. Those candidates selected for further consideration will be contacted within [insert timeframe] of the closing date.]

    [Company Name] is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law.


    Other methods may involve more direct or active process.

    Employee referral: One of the most effective methods to attract loyal, productive employees is to rely on employees to spread the word to their friends, former co-workers and family members about job openings available. Organizations can offer incentives to entice employees to encourage their contacts to apply. Incentives can take the form of bonuses, prizes or points that employees can exchange for a prize.

    Employee Referral Program Procedures

    Customer recruiting: Retailers often are in a position to appeal to customers who might be interested in employment within their organizations. In-store signage, complete with self-service application forms, are often offered to entice customers to become employees.