What obligations for the dissemination of an external job offer?

The purpose of this practical guide is to explain regulatory obligations relating to the dissemination of an external job offer. You will discover the publication methods, the required content and the platforms to be favored to optimize the visibility of your ads. We will also approach the advantages and limits of external recruitment, in order to help you effectively structure your process of recruitment and management of applications.

Distribute an external job offer: presentation and modalities

What is a job offer

A job offer is a document that has detailed the position to be filled within the company. In particular, it includes the description of the missions, the required qualifications, the skills sought and the candidacy methods. To be considered as an external employment announcement, it must meet several essential criteria.

In the context of external recruitment, the offer must be designed to attract a wide and diverse pool of candidates. It is the first contact between the company and the applicants and plays a decisive role in the image of the employer brand. This is why the publication must be done in compliance with legal standards and by guaranteeing non-discrimination.

What should a job offer contain to be released externally?

The legal framework for the dissemination of job offers requires compliance with several criteria. First of all, an advertisement is written in French if it concerns a position on the national territory. This is essential to guarantee the understanding of the announcement by all candidates and ensure clear and precise communication.

Then, the offer must relate to an existing real position within the company. This means that the advertisement should not be used as a deceptive promotion tool, but to inform candidates of the availability of a job to be filled. The legal publication of job offers thus requires not broadcasting fictitious announcements that could mislead. In the event of non-compliance, the advertiser exposes a sentence of a year of imprisonment and a fine of 37,500 euros (art. R5334-1 of the Labor Code).

In addition, the advertisement should not be paid, which means that it must be accessible to everyone at no additional cost, thus guaranteeing equal access for all potential candidates. This requirement contributes to transparency and equity in the external selection process.

The job offer must respect the principle of non-discrimination (art. L1132-1 of the Labor Code). This implies that the drafting of the advertisement must avoid any term or criterion likely to promote or disadvantage a candidate according to his age, his sex, his origin, his religion, or any other characteristic protected by law.

These requirements constitute the basis of the legal dissemination of job offers.

Where to publish a job offer?

The dissemination of an external job offer must take advantage of several channels in order to maximize its visibility and reach a large audience of qualified candidates. Note that in 2005 ended the compulsory publication of job offers on France Work (ex-Pôle Emploi).

Among the most effective publication channels are:

• Jobboards : The broadcast on the job sites ensures your advertisement high visibility with a pool of candidates actively looking for new opportunities.
• Professional social networks : platforms such as LinkedIn offer an ideal space to publish external job advertisements and interact directly with professionals from various sectors. Facebook, via its "job offer" tab, is also interesting, as is Instagram, via story and publication.
• Career sites : Use your own site to promote different offers in your business and highlight your employer brand.

Multichannel distribution optimizes the visibility of job advertisements and contributes to the transparency requirement. In addition, Internet dissemination facilitates respect for equal access to job offers.

For an effective advertising multidiffusion, you can use applications management software (or ATS) that offer complete publication tools. This is particularly the case of Marvin Recrute, which allows you to create and personalize offers, and then broadcast them simultaneously on several popular employment platforms, with one click.

The advantages of external recruitment

The plurality of candidates

One of the main advantages of external recruitment is the possibility of reaching a plurality of candidates. By broadcasting your external job ad on jobs and social networks, you attract varied profiles from different sectors and regions. This promotes healthy competition and allows you to select the best candidates based on objective criteria.

A diversity of applications strengthens the external selection process, by offering the possibility of comparing skills and avoiding recruitment error linked to an overly homogeneous vision of profiles. The plurality of applications thus contributes to improving the efficiency of the candidacies management process and increasing the chances of finding the ideal candidate.

Finally, this also allows you to complete your pool of talents for future opportunities.

Instill a new dynamic

External recruitment allows the company to instill a new dynamic by integrating different ideas and perspectives. Unlike internal recruitment, which is based on already familiar profiles with the culture of the company, the external brings a fresh look that can question established methods and stimulate innovation.

A dissemination of a well -orchestrated external job offer thus offers the opportunity to refresh the organization, increase the visibility of the company on the market and energize its teams through diversified skills and experiences.

Improves the employer brand

An external job offer written in compliance with legal obligations, in French and without discrimination, strengthens the credibility and image of the company. Transparency and equal access to announcements convey positive values ​​that improve the employer brand.

By broadcasting its offers on renowned job boards and via professional social networks like Linkedin, the company shows that it complies with the regulation of job offers and that it values ​​clear and transparent communication. These practices strengthen the confidence of candidates and increase the attractiveness of the business in the labor market.

The limits of external recruitment

Although external recruitment offers many advantages, it also has certain limits. One of the main challenges is the cost and time to carry out an effective selection process. It is important to know these limits to adapt its strategy to disseminate job offers and optimize the means deployed.

An expensive process that takes time

External recruitment often involves significant investments, whether in time or financial resources. The publication on employment sites, the management of applications via management software and the coordination of interviews represent significant costs for the company.

In addition, the external selection process requires careful verification of profiles to avoid any recruitment error that can cause negative consequences, both in terms of costs and reputation. Delays in the selection process can also slow down decision -making and integration of the new employee.

The recruitment error

Another limit of external recruitment is the risk of recruitment error. Due to a multitude of applications from various channels, some candidates do not perfectly meet the needs of the position or the culture of the company. This error may have a negative impact on productivity and cause additional costs to rectify the situation.

It is therefore crucial to set up an external diffusion control process and use rigorous selection criteria to minimize the risk of choosing an unsuitable candidate. Investment in candidate management tools and a well -defined external selection procedure makes it possible to reduce these risks and ensure recruitment in accordance with legal requirements.

FAQ - Frequent questions

What is internal recruitment?

Internal recruitment is to provide a vacant position by promoting the mobility of employees already present in the company. Unlike external recruitment, it makes it possible to enhance internal skills and guarantee a certain organizational continuity.

What is the best platform for disseminating a job offer?

There is no unique answer to this question, because the choice of the platform depends on the activity sector and the type of position to be filled. However, for the dissemination of an effective external job offer, it is recommended to use specialized jobs as well as professional social networks like Linkedin. These channels guarantee optimal visibility and allow you to reach a large pool of candidates.

What is the multidiffusion of a job offer?

The multidiffusion of a job offer is to publish the announcement on several supports and channels simultaneously. This practice makes it possible to maximize the visibility of the ad and to receive different segments of candidates. By broadcasting the offer on employment sites, job boards and via professional social networks, the company increases its chances of attracting a diverse and qualified pool, while respecting the publication obligation and the imposed legal framework.