Question: How are job posting closing dates determined?
Answer: There are a couple of major factors playing into the decision a hiring manager makes about when to set the closing date on a job posting. These factors are when the manager wants a new hire to start and how much time applicants need to find the posting and apply.
Hiring managers must go through certain internal procedures to get a government organization’s human resources department to post a job.
In some organizations, these procedures can be overwhelming to a manager who has never followed them before. By the time the job is posted, the position may have been vacant for weeks or months.
Managers do not want vacancies to remain unfilled for an extended period of time. A certain amount of turnover is good for an organization and business units within the organization, but prolonged vacancies put stress on employees because responsibilities are divvied up and shifted to others temporarily. Work teams can handle this added workload for short periods without too much disruption to permanently assigned tasks, but employees need to see this stressor will come to an end soon.
Barring unusual circumstances, managers want to get the hiring process completed as quickly as possible. This causes them to set a job posting’s closing date as soon as possible. The counterbalance to this is the fact potential applicants must find the job posting and apply in order for the hiring manager to have a healthy applicant pool.
This causes managers to allow extra time between when the job is posted and when it closes. For jobs that need to be filled quickly, the postings usually close two to four weeks after they have been placed online.
Answer: There are a couple of major factors playing into the decision a hiring manager makes about when to set the closing date on a job posting. These factors are when the manager wants a new hire to start and how much time applicants need to find the posting and apply.
Hiring managers must go through certain internal procedures to get a government organization’s human resources department to post a job.
In some organizations, these procedures can be overwhelming to a manager who has never followed them before. By the time the job is posted, the position may have been vacant for weeks or months.
Managers do not want vacancies to remain unfilled for an extended period of time. A certain amount of turnover is good for an organization and business units within the organization, but prolonged vacancies put stress on employees because responsibilities are divvied up and shifted to others temporarily. Work teams can handle this added workload for short periods without too much disruption to permanently assigned tasks, but employees need to see this stressor will come to an end soon.
Barring unusual circumstances, managers want to get the hiring process completed as quickly as possible. This causes them to set a job posting’s closing date as soon as possible. The counterbalance to this is the fact potential applicants must find the job posting and apply in order for the hiring manager to have a healthy applicant pool.
This causes managers to allow extra time between when the job is posted and when it closes. For jobs that need to be filled quickly, the postings usually close two to four weeks after they have been placed online.
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