Why this site exists

Most hiring advice on the internet is written for organisations with a recruitment function — a talent acquisition team, an applicant tracking system, a careers brand. That advice is close to useless if you are a builder with 14 staff who needs a fourth electrician, or a practice manager replacing a dental assistant.

Post A Job is written for the second situation. Everything here assumes you hire a handful of people a year, you are doing it alongside your actual job, and nobody is going to approve a budget for it.

Who publishes it

This site is published by the team behind JobSearch.com.au, an Australian job board that has been advertising roles for 20 years. We have a commercial interest in you advertising a job, and you should read the site knowing that.

What we have tried to do is write the guidance we would give regardless. The advice to publish a salary range, to cut your requirements list, to interview within 48 hours and to act in the first fortnight does not depend on where you advertise.

Where we compare job boards, we name the competitors — SEEK, Indeed, Jora, LinkedIn and the rest — list our own board on the same terms, and say plainly where the others beat it. SEEK reaches more people than we do; on a competitive metro salaried role that reach is usually worth the higher price, and the comparison page says so. A comparison that only ever concluded in our favour would not be worth reading, and you would spot it immediately.

How it's researched

• Cost and benchmark figures are attributed where they come from a published source, and labelled as estimates where the underlying surveys disagree — which, for Australian cost-per-hire data, they frequently do.
• Anything touching employment law is framed as general information with a pointer to the authoritative source, which is usually the Fair Work Ombudsman or business.gov.au.
• Pages carry a visible last-updated date. If something is out of date, that is a fault we want to know about.

What this site is not

It is not legal, financial or tax advice, and it cannot account for your industry, your state, or your particular award. For anything consequential — a termination, a contractor arrangement, a visa sponsorship — an hour with an employment lawyer or your accountant is cheap relative to getting it wrong.