In an era when employers are posting hundreds of thousands of job postings each month, it’s hard to keep up.
The federal government recently began to crack down on the practice, issuing new rules to make it harder to flood the marketplace with jobs.
The new rules prohibit employers from posting job openings with an initial salary or bonus of more than $150,000, as well as posting job postings with a minimum annual compensation of $150 to $300,000 and a maximum annual compensation above $300.
The new rules also require employers to notify employees about job postings, and require employers with over 10 employees to provide the names of any job applicants they receive.
The rules also prohibit employers who have been convicted of any crime from posting jobs.
Companies are required to provide a brief description of each position they’re looking for.
And the Department of Labor has begun cracking down on job posting fraud, including requiring employers to verify the identities of job seekers and provide information about the job search process.
But many employers continue to be caught in the crossfire.
“There’s a great deal of confusion about the new rules, and the rules have been met with skepticism,” said Julie Tofig, a vice president at the Employment Policies Institute, a trade group that advocates for greater transparency in job postings.
“Companies that are not following the new rule will face greater liability than employers that are following the rule.”
As employers struggle to maintain a job posting system, some employers are turning to technology to ensure job postings stay posted.
Many are using search engine tools to monitor the job postings they receive, according to a survey of more 200 job seekers by the Federal Reserve Bank of St. Louis, which analyzed job postings conducted in September and October.
Many employers, however, are not as savvy in ensuring that the companies they’re using do not allow employers to track the identities and compensation of job applicants, said Scott T. Johnson, an assistant professor at the University of Illinois at Chicago.
Johnson noted that employers are often reluctant to put up job postings in areas where they do not know if the job applicants will be able to perform the job or not, or are unsure how the company’s system works.
The Federal Reserve has asked companies to provide information on how their systems work, including how long a job search takes, and how long the companies are able to hold job postings until they receive new information.
But Johnson said he would like to see some protections put in place so that job applicants are not required to give their names and contact information in order to get a job.
He said that could include a mandatory identity verification, as the Labor Department has mandated in recent years.
Johnson said he believes the Federal Labor Department is working to create more privacy protections in job listings, which are used to keep employers from knowing the identities or compensation of those who apply for jobs.
“What I would like more of is to see companies not be able simply to post a job on the job board, and to ask, ‘Can we verify the identity of that person?’ and not to have to do that in every job,” Johnson said.
“It’s a privacy issue that I don’t think we’re as interested in solving.”
Employers could also benefit from a more proactive system to monitor job postings and to take action if employers are not keeping up with job postings from other employers.
A number of states, including Illinois, Maryland and Vermont, have passed legislation requiring employers with more than 10 employees who receive job openings to give them up to two weeks notice if they are not making good on the posting.
The measure also requires employers to post job postings within 48 hours of being hired, and for job postings to be accessible in English.
Some companies, including companies that manufacture products, have adopted a system of using the Web to notify potential employees that they are about to be hired, rather than having to rely on phone calls.
Some states have also mandated employers provide job applicants with the names and telephone numbers of their former employers.
But Johnson said the Federal government should also make sure that companies are following their own job posting rules.
The federal Labor Department, which is working on new rules that would require companies to post detailed job postings that are available in more than 100 languages, is encouraging companies to do just that.
“We’re working with employers to understand the challenges in communicating with employees, so they can better make those posts,” the department said in a statement.