Post A Job and Job Posting Requirements

To post a job, simply click the "comments" link immediately below this post or the title of this post and include the following in your comment/post. If accepted, your information will be re-posted as a new item.

1. Poster's full name and poster's job title.*
2. Poster's work email address. You must provide your work email address so we can verify that you are a legitimate employee of the organization you claim to represent and you are authorized to post job openings. **
3. Organization name.
4. Job title and location (City, ST)
5. Job description and requirements.
6. "Reply To" information where job seekers may submit resume or application.
7. Your organization's main web site employment URL (if you have one).

One job title per post. Posts may not exceed 250 words. Jobs may be linked to a lengthier description on the poster's company web site. All posts are moderated. See labels "abc company" and "example" for job post example.

*Information in items 1 and 2 is for verification purposes only and will not be posted on this blog.

**Poster will become the organization's business contact and the authorized person for receiving and forwarding employee comments to this blog.

Recruiting Linkage for Employers

In the same manner that job seekers are most successful when they achieve "linkage" among their cover letter, resume and references, employers are most successful when they achieve linkage between their marketing efforts, Internet presence and recruiting efforts. A well designed employment blog is increasingly an important link in the recruiting chain. Your employment "brand" is competing with tens, hundreds or thousands of other employers.

When posting job openings on this site, always include links to your organization's main web site and references to other recruiting sources you use (trade journals, newspapers, campus postings, etc.).  Of course, you need to do this within the 500-word posting limit, but don't worry - if you exceed the limit, our expert editors will fix it.

Free Speech and This Blog

Strange as it may seem, employees don't have many free speech rights, especially when it comes to making negative, public comments about their current employer. That's just fine with us, because the purpose of this recruiting blog is to help employers find the people they need and want, and to help job seekers find the company that is the best fit for them. The best employers will distinguish themselves by having the highest number of positive comments posted about them.

We realize that all organizations have warts and it is important that job seekers know as much about the negatives of a company as they know about the positives. But let's face it -- job seekers skirt the "what are your weaknesses (negatives)" question, and so do employers. We encourage employers to reveal as much as they can about the downside of their organizations and specific jobs (working conditions, physical effort, location, etc), but we leave that up to the employer.

If your comment is negative, reflects badly on a specific organization, and SSE does not have the organization's permission to publish it, the comment will not be approved for posting.

Employers: Custom Employment Blogs

Don't want to play on the same employment blog as your competitors? Visit RecruiteGenie, our private employment blog development site, to discover how you can benefit from a cost-effective, interactive employment blog of your own.

Employment blogs are the Web 2.0 version of the job board, only better. Job boards aren't interactive. Employment blogs save time and effort for both the employer and the job seeker by allowing the job seeker to weed out unsuitable employers, and the employer to weed out unsuitable candidates.

RecruitGenie Private Employment Blogs

RecruitGenie builds recruitment blogs hosted on Google's Blogger or on your own domain for small to mid-sized companies who don't have the time, expertise or Human Resources staff to devote to building or maintaining their own recruitment blogs. Recruitment blogs are the Web 2.0 solution for helping you win the talent wars.  Recruitment blogs have the kind of interactivity and engagement value that the big-name job boards simply cannot handle.

Small and mid-sized organizations don't need to make huge investments in career web sites. RecruitGenie sets up your blog using our template for a one-time set-up fee of $300.00 and a monthly maintenance fee of $75.00. The big job boards charge thousands of dollars per year for a limited number of job posts.

The employer must agree to allow RecruitGenie to run Google Ads on the site and receive the revenue in perpetuity. The employer also agrees to promote the blog in its recruitment advertising and on the employer's main web site, if any.

To contact RecruitGenie for a discussion of your recruitment blog needs, click on the post title above or the "comments" link below and provide us with your contact information, including your name, job title, organization name, work email and work phone. Your comment/request is private and will not appear on this blog.

Regards,

The RecruitGenie Team

Employee Comments, Inviting

Employers, there is no better way to boost your image and brand than to have employees make positive comments about their work experiences. Our job blogs have four safeguards to make sure your company is protected from negative or damaging comments from disgruntled current or former employees.

First, all comments are moderated by the blog's editors. Second, we don't allow comments from non-company email addresses. Third, your company must designate an authorized person to receive comments from your employees then forward them to this blog for further moderation and permission to publish. Fourth, your organization must invite employees to participate on the blog.

In a nutshcll, the invited employee sends an email to the company's authorized representative, who moderates the email and forwards it to our blog moderators. The moderators review the post and notify you if there are potential problems. If there are no potential problems, the comment is posted immediately.

Getting your company's message out on this blog or on your own blog is safe, convenient and easy. Have questions or need additional information? Inquire by clicking on the title of this post or by clicking on the "comments" link immediately below this post. Ask your question in the comments box. Your comments/questions are confidential and will not appear on this blog.