What does an employer need to post a job online?

The process of hiring new employees used to be significantly more complicated than it is in today’s landscape. Previously, employers had to decide where to physically advertise a job opening and then wait days or weeks for applications to arrive before sorting through the responses. The shift to online hiring that has occurred over the last couple of decades has dramatically shortened that process, though. An employer can now create a listing and start reaching potential candidates almost immediately, whether they’re looking for someone locally or casting a much wider net.

But while hitting publish to push an online job advertisement is a relatively simple task, there are still numerous tasks that need to be checked off the list before the job listing goes live. Employers still have to determine exactly what they’re hiring for, decide what they’re willing to pay for the role and confirm how applicants will be evaluated during the hiring process. And as more states and cities adopt rules governing pay transparency and hiring practices, the information that’s included — or left out — of a job posting matters even more than it once did.

That can leave new business owners, small employers and even experienced hiring managers with a deceptively simple question: What do you actually need to post a job online? While the specifics can vary depending on the hiring platform, the position and where the job is located, there are several important pieces to have in place before you accept any applications.

What does an employer need to post a job online?

What employers need to post a job online will depend partly on the website they’re using and partly on applicable federal, state and local employment laws. In general, though, employers should be prepared with the following information:

Basic information about the employer

Most online job boards require employers to create an account before publishing a listing. That generally means providing basic information such as the employer’s name, contact details and, depending on the platform, information that can be used to verify the business.

Verification can be particularly important because fraudulent job listings have become a concern for applicants and job platforms alike. An employer may therefore be asked to verify an email address, company website or other business information before a listing is approved.

Employers should also decide how much company information to include in the advertisement itself. A short description of the business, its industry and what it does can give applicants useful context and help distinguish a legitimate opportunity from a vague listing.

A clear description of the position

Employers should also have the basic parameters of the job established before creating the listing. That typically includes the job title, responsibilities, location and whether the position is full-time, part-time, temporary, contract, hybrid or remote. After all, nearly 50% of job seekers say they would feel more seen by employers if job descriptions had more detail, according to ZipRecruiter research, allowing them to narrow down the jobs aligned with their skills and interests. 

The listing should spell out the qualifications that actually matter for the role, such as required licenses, education, experience or technical skills. Employers should be careful about unnecessary requirements, though, as even seemingly neutral hiring practices can create legal problems when they disproportionately exclude protected groups and aren’t job-related or necessary for the business.

Clear requirements can also make the hiring process more efficient. If applicants know upfront that a position requires weekend work, frequent travel or a specific certification, for example, they’re better equipped to determine whether applying makes sense.

Compensation and benefits information

Employers should determine the pay range and benefits for the position before posting the job online, even if their jurisdiction doesn’t require that information to appear in the advertisement. That’s because pay transparency laws have expanded across the country, and the exact rules vary. Depending on where the employer or position is located, a listing may need to disclose a salary or hourly wage range, benefits or other compensation information.

The state of Colorado, for example, requires covered job postings to include compensation, benefits and an application deadline. Other jurisdictions have their own requirements, so employers posting jobs across multiple states — particularly for remote positions — should check the rules that apply before publishing a listing rather than ***uming one version will comply everywhere.

A legally compliant job advertisement

The wording of the advertisement matters, too. Federal law prohibits covered employers from publishing job advertisements that indicate a preference based on protected characteristics such as race, color, religion, block, national origin, disability, genetic information or, for workers 40 and older, age. That means seemingly harmless phrases can create issues. For example, the Equal Employment Opportunity Commission (EEOC) specifically warns that language seeking “recent college graduates” could discourage older applicants.

State and local laws may impose additional restrictions. Employers may also face rules governing what they can ask applicants about salary history, criminal records or age-related information. In certain states, for example, employers generally cannot request dates of birth, graduation dates or school attendance dates on an initial application, though there are limited exceptions.

An application process and contact point

Employers also need a way to receive and manage applications. A job board like ZipRecruiter may allow candidates to apply directly through its platform, while other listings send applicants to the employer’s website or applicant-tracking system.

Whichever method is used, the instructions should make the next step obvious. Employers may want to specify which materials are required, such as a resume, application or portfolio, and establish who will review submissions.

The application process should also account for accessibility. Under federal law, covered employers generally must provide reasonable accommodations that allow qualified applicants with disabilities to participate in the application process unless doing so would impose an undue hardship.

The bottom line

Posting a job online doesn’t necessarily require an extensive set of do***ents or complicated setup process, but employers should do more than write a few sentences about the job opening and then publish them. A strong listing starts with accurate company information, a well-defined role, realistic qualifications, compensation details and a clear way for candidates to apply.

Employers should also check the employment laws that apply where they’re hiring before the listing goes live. Pay transparency and hiring rules can differ significantly by location, and an advertisement that’s compliant in one state may need additional information in another. Taking the time to get those details right can reduce compliance risks while giving applicants the information they need to decide whether the opportunity is worth pursuing.