You’re ready! You’ve successfully completed all the job validation steps and now you’re ready to post your job on line. You have one doubt, however: have you forgotten anything? It would be a shame to mess things up at this point!
For peace of mind, be sure to check the 10 following points before posting your job offer.
1. Full description
The first thing is to make sure that all the fields are correctly filled out:
- Job title
- Company description
- Job description
- Required skills
- Contract type (specifics are required for temporary contracts or part-time work)
- Link the company’s Web site
2.How to apply
Yes, it DOES happen that some ads are published without any contact information. Be sure to clearly specify how to apply and include the e-mail, telephone number or link to the company’s career section. Also make sure that the contact person will be available for the entire posting period. It is never very reassuring for applicants to get an “Out of office” reply to their application.
3.Job location
Have you clearly specified the job location? This is an essential criteria for applicants, so be sure to indicate the nearest town or region.
4. Spelling
Your company’s credibility is at stake, so don’t run the risk of including a spelling mistake in your job posting. Careful proofreading is a must!
5. Illegal mentions
Ensure that your posting does not include illegal mentions about age, gender, racial origin, disabilities, religion, sexual orientation and matrimonial or family status.
6.Duplicated effort
Sometimes, poor coordination between recruiters results in the posting of identical offers on the same job board. Check with your co-workers before putting anything on line.
7.Valid links
Does the ad link to your career section or to an on-line application form? Make sure that your site is updated and your Web addresses are valid for the duration of the posting. It often happens that ads invite applicants to apply on the company’s Web site, without the job in question being displayed.
8.Language
Make sure the ad is drafted in the language of your target pool of applicants, if not in both French and English.
9.Schedule and dates
It is advisable to specify the work schedule in the case of part-time work. Likewise, contract beginning and end dates are also relevant if a temporary contract is involved. Avoid putting a start date that is earlier than the posting date.
10.Confidential employer
If you do not wish to disclose your company’s name, watch out for details that could let it slip. For example, make sure that applicants do not receive an out-of-office auto-reply with the recruiter’s contact information.