Employers may choose to use a job search website other than the employer's as one of the additional recruitment steps for a professional position. In many instances, the print newspaper chosen for Sunday advertisements feeds to a job search website. Several papers have web options that include Monster.com, Yahoo HotJobs, and CareerBuilder.com, many for a fee that is included in the print cost up front.

Recently we have received requests to use the job search websites available in conjunction with the local newspapers used for an additional recruitment step. The Federal Register in §656.17 states, "Copies of web pages generated in conjunction with the newspaper advertisements required by paragraph (e)(1)(i)(B) of this section can serve as documentation." Paragraph (e)(1)(i)(B) specifically refers to the newspaper of general circulation chosen for the Sunday advertisements.

Some local papers, however, may post ads on the web in conjunction with popular sites such as Monster.com, Yahoo HotJobs, or CareerBuilder.com. In those cases, the job search website requirements would be more clearly fulfilled.

At USADWEB, we always look out for your recruitment needs, as well as advise you of situations that arise that may affect your ad campaign.

Ask us how we can post CareerBuilder jobs for you for less than most newspapers and with greater accuracy!

At USADWEB we understand that there are often dual considerations when placing recruitment advertising for labor certification cases. The first is, of course, ensuring that the ads meet all the Department of Labor (DOL) requirements. The secondary concern is trying to keep the ads as cost-efficient as possible.

Finding the balance between the two can lead to questions concerning how much detail is necessary to include in the job description. The Federal Register states in §656.17 paragraph (f)(3) that the advertisement must: "Provide a description of the vacancy specific enough to apprise the U.S. workers of the job opportunity for which certification is sought."

Determining what is "specific enough" is left largely up to individual discretion. Some lawyers prefer to be more cautious and enumerate the job duties at length. Others provide only a general description, especially if the job title itself is largely self-explanatory. Ultimately each lawyer must determine what degree of detail they feel will be acceptable to DOL standards.

USADWEB always looks out for clients. Occasionally, we receive incomplete advertisement texts. Your ad representatives will always strive to review your ad text for completion, and in most cases will bring any missing information to your attention.

Ultimately, however, you are responsible for the ad text that you submit and approve for publication, so it is important to check that all pertinent information is included. Here's a helpful list of information that you might want to make sure is included:

1. Name of Employer

2. Contact Information: Does the ad text provide "reply to" information for applicants? (i.e. street address, fax number, or email address)

3. Description of Job Duties: Is the description specific enough to apprise US workers of the job opportunity?

4. Job Location: If different from the "reply to" address, did you indicate the geographic area of the worksite?

5. Salary: Salary does not need to be disclosed. However, if you wish to include it, it may not be lower than the prevailing wage or the alien's actual wage, whichever is higher.

6. Requirements (cannot exceed those on ETA form 9089): Are there any education/experience requirements that you wish to list? Are there any special requirements, such as travel?

As always, remember that your ad cannot contain terms or conditions that are less favorable than those offered to the beneficiary.