The job order is a tool used to recruit qualified applicants for
your existing job opening(s). A job order in iowajobs.org
initiates the employment exchange process to facilitate an
automated job match between your job opening and qualified
applicants. As you navigate through the automated database to
create your job order, you can click on the Help mouse to get
assistance and answers to you questions.
- A job order is not to be used to create lists or pools
of qualified applicants for future use and/or job openings.
- A job opening is a single job opportunity and only one
job should be listed per job order. If you have two identical
jobs to be filled you may recruit for two positions on one job
- Information is to be entered in appropriate, specific
designated data fields. If information is duplicated in more than
one field or entered incorrectly, it can adversely impact the
results of your search for qualified applicants.
- Information should be complete, current, accurate,
job-related and considered as minimum qualifications and
requirements necessary to perform the job for which you are
- Job Order information should include:
- Your specific job title and a system job title to
identify and match qualified applicant(s) with your job opening.
Your job title and the system job title do not have to be the
- Description, tasks, duties and responsibilities;
- Job-related qualifications considered as minimum
qualifications needed to perform the job;
- Job-related requirements considered as minimum
requirements needed to perform the job; and
- Any special skills, and/or tools and equipment needed
to perform the job.
Job orders are retained in an active status while they are
being processed. Once the job order has been closed it will be
retained in the automated database system for one year from the
date of closure.
A job description is a statement describing your job opening.
Language used to describe a job should be objective, tangible and
quantitative. If you use acronyms and/or abbreviations they need
to be universally understood.
- Avoid the use of subjective terms and/or
personality traits, such as honesty, reliability, maturity, etc.
These characteristics are neither literal nor universally
quantifiable. As an employer you have the right to pre-screen
applicants for personality traits and this pre-screening could be
part of your in-person interview process.
- Documenting and using subjective comments and/or listing
personality traits in your job order can pose a potential for
legal ramifications. Legal ramifications could result if job
requirements cannot be shown to be necessary to perform the job.
- For help in writing job descriptions visit http://online.onetcenter.org
Job qualifications must be job-specific, necessary and/or
essential for the performance of the job for which you are
- A requirement or qualification that is not job
specific/related or necessary to perform the job may be viewed as
a bias constituting a discriminatory employment practice. If you
include a job requirement or qualification that does not appear
to be job-related and would otherwise be considered
discriminatory, you can assert the existence of a Bona Fide
Occupational Qualification (BFOQ).
- A BFOQ is a specific or unique qualification required
of the worker and necessary in order to perform the job and the
absence of the qualification impacts the normal operations of
your business, organization or institution.
- A BFOQ may be based on age, disability, gender, race,
religion or a unique job specific qualification.
- Each individual BFOQ must be authenticated and your
justification for asserting the BFOQ must be documented to
support your claim to be a lawful employment practice.
- If you assert a BFOQ, it is to be documented as a
qualification in your internal/company job description for the
position. The inclusion of this information as part of the job
description demonstrates the existence and validity of the BFOQ.
IWD will accept a job
order from an employer who does not have an existing job
description. However, the BFOQ being requested by the employer
will not be included as part of the job order nor used for
screening and matching purposes.
Job requirements must be job-specific, necessary and/or essential
for the performance of the job for which you are recruiting.
- Justification documentation may be warranted in a
situation where you have requested a specific requirement(s),
such as Degree, Lifting Capacity, and/or Legal Minimum Age on the
job order and it is not clear why its required or how it
relates to the job for which you are placing the job order.
- Jobs do exist in the workforce for which a requirement,
such as degree, high school diploma, lifting a specific weight,
and/or being a specific age would be considered a legitimate
The job order includes a text field in which you may enter notes
or reminders pertaining to the job order. Information entered in
this field cannot be accessed electronically or viewed by job
seekers. This information is not protected under the Government
Records Access and Management Act (GRAMA) if requested in a legal
Searching for qualified applicants/seekers.
When conducting a search qualified applicants will be identified
and selected based on your qualifications and requirements.
Identifying qualified applicants will not be impacted by a
difference between your job title and the system job title.
To preserve confidentiality of information, you will only
be able to access records and resumes for seekers meeting your job
order qualifications and requirements.
Employment Related Laws & Discrimination
Federal and State employment discrimination laws have been enacted
and are directed toward equitable and fair labor practices and
workplace standards to prevent unlawful and discriminatory
employment practices. Provided below are a few employment related
websites for additional information about employment/labor laws
Workforce Services Division
Department of Labor (DOL) Employment laws, statutes, and
Department of Labor Employment and Training - Tax credits and
other hiring incentives, how to find and train employees,
assistance with plant closures and downsizing, legislation text,
and ETA grants and contracts.