Who Decides Whether a Job is Reposted?

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The hiring manager decides whether to repost a job and then informs the organization’s human resources department to either keep the job posting closed or repost.

Once the posting closes, a hiring manager or human resources department staffer screens job applications to eliminate those where the applicant does not meet the posting’s minimum qualifications. Then, the manager looks closely at the remaining applications to see which applicants will move to the next step in the hiring process.

Jobs Get Reposted For a Variety of Reasons

A hiring manager may look at the screened in applications and find none or very few should move to the next step. The hiring manager must decide at this point whether to go with the applicants he or she has or to ask human resources to repost. The hiring manager has conflicting incentives in this decision. On one hand, the manager wants the best applicants he or she can get. This incentivizes reposting. The ideal candidate is out there somewhere, and it might take a while for that person to stumble across the job posting. On the other hand, the manager usually needs to hire someone quickly. The work isn’t going to stop or even slow down because a position is vacant. This compels the manager to keep the hiring process moving.

Reposting a Job Due to a Change in Job Description

If the hiring manager needs to change the job description, he or she tells the human resources department to make those changes before reposting.

For example, a hiring manager may be dissatisfied the the qualifications of those in the applicant pool. To attract candidates with better qualifications, the hiring manager might decide to adjust the salary range.

Two options for doing this are shifting both the minimum and maximum or increasing only the maximum.

The first option means the new hire will likely earn more than the hiring manager originally had expected to pay. This is a big issue for some organizations but not for others. The second option makes it more likely the hiring manager can stay with the original salary expectation. The higher top end attracts new candidates as well as those who applied the first time around.

Reposting a Job Because None of the Interviewed Candidates Are Suitable

After screening isn’t the only time a manager might decide to repost. After interviewing candidates, a hiring manager might decide none of the interviewees will be hired. The manager might interview more applicants or could repost the position. If the manager decides to repost and the posting does not change significantly, interviewees should not reapply. The hiring manager’s intention for those already interviewed is clear.

Reposting a Job Because the Top Candidate Turned Down the Offer

Reposting can also happen when the top candidate turns down a job offer. Negotiations between the hiring manager and top candidate can take up to a week or two to happen. If the two parties cannot come to an agreement, the hiring manager may terminate negotiations with the first candidate and then begin negotiations with the second candidate.

This happens as many times as necessary going down the ranking of candidates, but there is a limit.

The hiring manager only begins negotiations with acceptable candidates, and after a while, candidates are no longer interested in the position. In some organizations, human resources policies dictate how long after a posting closes a hiring manager must secure a candidate’s acceptance of an offer.

Human Resources as a Whole Is Involved in the Decision to Repost 

The hiring manager does not make the decision to repost in isolation. The human resources department is there to support the hiring manager. In addition to actually doing the legwork to repost a job, human resources staff give the hiring manager advice on whether to revise the wording of the posting, how long to keep the posting open and whether to advertise the job in ways outside the organization’s standard methods.

The hiring manager rarely confronts this decision, but human resources staff frequently help managers make the appropriate call.