If you are a hiring manager or human resources professional who posts job openings to your organization's website, carefully review the content to ensure it is specific, clear and concise. Be aware that these postings will be picked up by other internet sites or job boards and that the language you use to describe the position will be taken verbatim from your posting.
Be sure that each posting describes the objective criteria, such as knowledge or skill sets, and avoids subjective language. This will allow the applicant to gain a better understanding of what your organization seeks and expects for the position. It also can save time for everyone by eliminating applicants who are unqualified or otherwise unsuited for the position.
When you are posting jobs on internet job boards, be sure you select sites that reach minority populations. A diverse workforce is highly desirable, and inclusive advertising practices can support your defense in the event of claims of bias in your selection process.
Finally, select candidates to interview whose resumes match the job requirements and reject those that do not. While employers with 15 or more employees must retain hiring records for each position for at least one year from the date the hiring decision is made to cover Title VII, ADA and ADEA requirements, it is recommended that you keep the resumes and applications of individuals who apply for advertised positions for at least three years.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
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