{"id":3852,"date":"2009-07-11T20:51:43","date_gmt":"2009-07-12T00:51:43","guid":{"rendered":"https:\/\/www.albany.com\/hr\/2009\/07\/posting-openings-for-your-company---dos-and-donts-part-1.html"},"modified":"2009-07-11T20:51:43","modified_gmt":"2009-07-12T00:51:43","slug":"posting-openings-for-your-company-dos-and-donts-part-1","status":"publish","type":"post","link":"https:\/\/www.albany.com\/hr\/2009\/07\/posting-openings-for-your-company-dos-and-donts-part-1\/","title":{"rendered":"Posting Openings For Your Company – Do’s and Dont’s Part 1"},"content":{"rendered":"

There are so many resources out there where one can post job openings and calls for resumes, but there still are ineffective employee searches going on on both sides of the fence. Employers are posting very often too late in the search process, or posting openings too often.<\/p>\n

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Here are some do’s and don’ts when searching for candidates for the organization<\/div>\n
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DO’s<\/div>\n
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Try to be “always hiring”. Have systems in place to always respect candidates who apply, even if there is not a job available.<\/div>\n
\n<\/div>\n
Post openings BEFORE they become openings. I see many companies that do this very well. This creates a pool of applicants to consider later on.<\/div>\n
\n<\/div>\n
Be explicit as to the specifics of the role. If you aren’t specific enough, you may find that you get too many unqualified candidates.<\/div>\n
\n<\/div>\n
DON’Ts<\/div>\n
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Don’t post the same job to the same source if it is the same opening. You may find that candidates may question whether there is high turnover (or you may see better results by posting elsewhere).<\/div>\n
\n<\/div>\n
Don’t get too specific with the description of the job, because you may scare away valid candidates.<\/div>\n
\n<\/div>\n
<\/div>\n","protected":false},"excerpt":{"rendered":"

There are so many resources out there where one can post job openings and calls for resumes, but there still are ineffective employee searches going on on both sides of the fence. 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