What obligations for the dissemination of an external job offer?

This practical guide aims to explain the regulatory requirements for posting job offers externally. You will discover the publication procedures, the required content, and the best platforms to use to maximize the visibility of your ads. We will also discuss the advantages and limitations of external recruitment to help you effectively structure your recruitment and application management process.

Posting a job offer externally: presentation and procedures

What is a job offer?

A job posting is a document that details the open position within a company. It includes, in particular, a description of the responsibilities, required qualifications, desired skills, and application procedures. To be considered a compliant external job posting, it must meet several essential criteria.

In the context of external recruitment, the job posting must be designed to attract a large and diverse pool of candidates. It constitutes the first point of contact between the company and applicants and plays a crucial role in shaping the employer brand. Therefore, the posting must comply with legal standards and guarantee non-discrimination.

What should a job offer contain to be published externally?

The legal framework for publishing job offers requires compliance with several criteria. First, an advertisement must be written in French if it concerns a position located within the national territory. This is essential to ensure that all candidates understand the advertisement and to guarantee clear and precise communication.

Next, the offer must concern a genuine, existing position within the company. This means that the advertisement must not be used as a deceptive promotional tool, but rather to inform candidates of the availability of a vacancy. The legal requirement to publish job offers therefore prohibits the dissemination of fictitious advertisements that could mislead candidates. Failure to comply can result in a penalty of one year's imprisonment and a fine of €37,500 (Article R5334-1 of the French Labor Code).

Furthermore, the advertisement must be free of charge, meaning it must be accessible to everyone without additional fees, thus ensuring equal access for all potential candidates. This requirement contributes to transparency and fairness in the external selection process.

The job offer must comply with the principle of non-discrimination (Article L1132-1 of the French Labor Code). This means that the wording of the advertisement must avoid any term or criterion likely to favor or disfavor a candidate based on their age, gender, origin, religion, or any other characteristic protected by law.

These requirements form the basis for the legal dissemination of job offers.

Where to post a job offer?

Externally advertising a job offer requires leveraging multiple channels to maximize its visibility and reach a broad pool of qualified candidates. It's worth noting that the mandatory publication of job offers on France Travail (formerly Pôle emploi) ended in 2005.

Among the most effective publishing channels are:

• Job boards : Posting on job sites ensures your ad receives high visibility from a pool of candidates actively seeking new opportunities.
• Professional social networks : Platforms such as LinkedIn offer an ideal space to post external job advertisements and interact directly with professionals from various sectors. Facebook, through its "jobs" tab, is also useful, as is Instagram, through story and post sharing.
• Career sites : Use your own website to promote the different opportunities within your company and highlight your employer brand.

Multichannel distribution optimizes the visibility of job postings and contributes to the requirement for transparency. Furthermore, online distribution facilitates equal access to job opportunities.

For effective multi-posting of job ads, you can use applicant tracking systems (ATS) that offer comprehensive publishing tools. Marvin Recruiter is one such example, allowing you to create and customize job postings, then distribute them simultaneously to several popular job boards with a single click.

The advantages of external recruitment

The plurality of candidates

One of the main advantages of external recruitment is the ability to reach a wide range of candidates. By posting your external job advertisement on job boards and social media, you attract diverse profiles from different sectors and regions. This fosters healthy competition and allows you to select the best candidates based on objective criteria.

A diverse range of applications strengthens the external selection process by allowing for comparison of skills and preventing recruitment errors stemming from an overly homogenous view of candidate profiles. This plurality of applications thus contributes to improving the efficiency of the application management process and increasing the chances of finding the ideal candidate.

Finally, this also allows you to expand your talent pool for future opportunities.

To inject new momentum

External recruitment allows a company to inject new energy by incorporating different ideas and perspectives. Unlike internal recruitment, which relies on profiles already familiar with the company culture, external candidates bring a fresh perspective that can challenge established methods and stimulate innovation.

A well-orchestrated external job posting thus offers the opportunity to refresh the organization, increase the company's visibility in the market and energize its teams through diverse skills and experiences.

Improves employer brand

An external job posting written in compliance with legal requirements, in French, and without discrimination, strengthens the company's credibility and image. Transparency and equal access to job postings convey positive values ​​that enhance the employer brand.

By posting its job openings on reputable job boards and professional social networks like LinkedIn, the company demonstrates its compliance with employment regulations and its commitment to clear and transparent communication. These practices strengthen candidate confidence and enhance the company's attractiveness in the job market.

The limitations of external recruitment

While external recruitment offers many advantages, it also has some limitations. One of the main challenges is the cost and time required to conduct an effective selection process. Understanding these limitations is crucial for adapting your job posting strategy and optimizing your resources.

A costly and time-consuming process

External recruitment often involves significant investments, both in time and financial resources. Posting job openings on job boards, managing applications through application management software, and coordinating interviews represent considerable costs for the company.

Furthermore, the external selection process requires meticulous verification of profiles to avoid any recruitment errors that could have negative consequences in terms of both cost and reputation. Delays in the selection process can also slow down decision-making and the integration of the new employee.

The recruitment mistake

Another limitation of external recruitment is the risk of hiring errors. Due to the large number of applications received from various channels, some candidates may not be a perfect fit for the position or the company culture. This error can negatively impact productivity and lead to additional costs to rectify the situation.

It is therefore crucial to implement a process for controlling external job postings and to use rigorous selection criteria to minimize the risk of choosing an unsuitable candidate. Investing in applicant tracking systems and a well-defined external selection procedure helps reduce these risks and ensures recruitment complies with legal requirements.

FAQ - Frequent questions

What is internal recruitment?

Internal recruitment involves filling a vacant position by promoting the mobility of existing employees within the company. Unlike external recruitment, it allows for the development of internal skills and ensures a degree of organizational continuity.

What is the best platform for posting a job offer?

There is no single answer to this question, as the choice of platform depends on the industry and the type of position being advertised. However, for effective external job posting, it is recommended to use specialized job boards 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 multi-posting of a job offer?

Multi-posting a job offer involves publishing the advertisement on several platforms and channels simultaneously. This practice maximizes the advertisement's visibility and reaches different segments of candidates. By posting the offer on job sites, job boards, and professional social networks, the company increases its chances of attracting a diverse and qualified pool of applicants, while complying with publication requirements and the applicable legal framework.