5 Reasons Companies List the Same Jobs Over and Over

One of the biggest complaints were hear from job seekers is about companies that list the same job listings, for what seems, several months. We get messages every month about a recruitment agency or direct employer who keeps the same ads on StyleCareers.com all the time. Which, of course, begs the question: Why do they do this?

1. Evergreen Ads

The most common reason companies list the same ad multiple times is that some job listings/job descriptions can be used for several different but similar job openings.

For example, a company that lists an ad for a Technical Designer may actually have several different technical design positions available. This is particularly true for the larger, lifestyle brands that have multiple divisions and multiple departments.

A larger womenswear brand might have 2 technical design openings for their Missy team, 1 for Contemporary and another for Plus. Unless they fill all 4 positions at the same time, this company would need to re-post the same technical designer ad in the subsequent months.

Why not post one ad for every opening? The federal government requirements (and some state requirements) for the tracking of applications is time consuming and largely, unproductive busy-work. If a company has to perform certain reporting requirements for every application, it helps save time to limit the number of applications for a particular position without alienating the better candidates. Using the same ad for multiple openings limits the number of job seekers who can apply by blocking duplicate applications and in effect, cutting down on the busy work that must be performed by the recruiter.

2. The Hire Fell Through

Often, job listings are re-posted because the original hire fell through. It is not uncommon for a job seeker to accept one job offer only to get a better offer a few days or a few weeks later. In other instances, candidates accept a job but quit/get fired a few weeks later. For most companies, 90 days is usually the grace period to keep a new hire or let them go. Sometimes, candidates just never show up for their first day.

3. Pipelining

A lot of re-listed jobs are for anticipated needs. It is very common, for example, for design directors or production managers to ask their recruiting team to have talent ready for them in anticipation of someone quitting, getting fired or a potential new sales contract.

Recruiters who have high-turnover positions use the talent pipeling tactic to. For example, entry-level positions tend to have higher turnover than associate-level positions.

Agency recruiters who specialize in particular positions, like buying, design or production, may use the same ad to pipeline talent for requisitions they anticipate in the near future.

4. Already filled the position

A typical job listing funs for either 30 days or 60 days. Good companies with great reputations are often able to fill these openings quickly, in the first week or two, but let the job run for its entire postig duration. While it would be great for companies to remove these ads, they are often left open in case additional resumes are needed. Other times, recruiters just forget to take filled positions down.

5. Niche Positions

Even within niche industries, there are even more niche positions. A lot of times, job openings are so specific and/or the talent to fill these positions is so rare that it takes 2-6 months to make the hire.

The pandemic, of course, has exasperated these issues. Anticipated hiring needs for example, are harder to plan for in an uncertain economic environment. Kids not being able to attend school might keep some parents from accepting a position. Retailers cancelling orders can throw a department or even a whole company into chaos. Etc…

The bottom line is that the vast majority of positions listed on job boards are open or are soon to be open.