Human resources (HR) departments utilize job advertisements to recruit new employees. While much of the emphasis of these advertisements is focused on making the open position and hiring company attractive, there are certain rules and laws that must be adhered to. For example, in the U.S. there are specific non-discrimination laws in place that prohibit companies from using certain types of ads and wording, according to HR.BLR.
Job Description Requirements
Job advertisements that want to attract the most qualified candidates must clearly state the job title, required skill sets and required background for the position. For example, if the position requires someone with a minimum of two years' work experience and a bachelor's degree, the job description should say so. The selection criteria should only be based on actual work-related requirements. For example, if the position requires the future employee to deliver packages in a company vehicle, the job description may state that the applicant must have a valid driver's license. If driving is not a part of the job, then the applicant does not have to have a license.
All job advertisements should have clearly communicated application instructions for qualified candidates. The instructions may be as simple as "Call this phone number" or "Click on this link to submit a resume." The instructions may consist of sending an e-mail, cover letter and salary requirements to a specific e-mail address, or they may require the applicant to go to the company Web site to fill out an online application. Regardless of what the application process is, it must be communicated in the job advertisement.
Job advertisements must follow legal requirements and not discriminate against qualified applicants. There are several laws that prevent job discrimination based on sex, age, race, religion, country of origin and disability, according to the U.S. Equal Employment Opportunity Commission. For example, the Civil Rights Act of 1964 Title VII prohibits employment discrimination based on religion, sex, national origin, race or color. This law also states that the job description cannot require the candidate to speak only English on the job, unless the employer can prove that it is a necessary requirement for the position.
The Age Discrimination in Employment Act of 1967 says that you cannot discriminate against job candidates that are age 40 or older. The Americans with Disabilities Act of 1990 prohibits discrimination of qualified individuals with disabilities. Pregnant women are protected under this law as well.
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