Job Distribution for Federal Contractors: Where to Post & Why It Matters

Hiring as a federal contractor is a balancing act. HR and Talent Acquisition teams have to juggle OFCCP job posting requirements in addition to managing the twists and turns of the hiring market to ensure they reach a broad pool of candidates.

It’s vital that federal contractors have a job distribution strategy that is both compliant and efficient.

This guide breaks down what’s required as far as job distribution for federal contractors, what’s recommended to reach high-volume job boards for recruitment efficiency, and how automation can make this complex process easier.

Understanding OFCCP Job Posting Requirements 

Federal contractors generally have to consider two things when it comes to job distribution.

Open roles should be posted to the state Employment Service Delivery System (ESDS) where the job is located, and outreach should be made specifically to veterans and people with disabilities.

Mandatory ESDS postings

Employment Service Delivery Systems (ESDS), also known as state job banks, help ensure that state workforce agencies can connect job listings to protected groups, such as veterans and people with disabilities. Each state has their own ESDS, and federal contractors must post their open roles to the ESDS in the state or states where the job is located.

Key Reminders:

• You’ll need to set up an account with each state before posting.
• Keep records of each job posting proving they were posted correctly. You’ll need 3 years of records in case of an audit.

Outreach considerations for veterans and IWD

To meet OFCCP requirements, you’ll also need to demonstrate broader outreach efforts beyond simply posting to ESDS. There are a few ways to do this:

• Post jobs to sites specifically targeting veterans and people with disabilities
• Partner with local organizations that serve veterans and people with disabilities

As with ESDS posting, you’ll need to ensure you’re documenting your outreach efforts and store documentation for 3 years.

Balancing Compliance and Reach

Meeting OFCCP job posting compliance requirements isn’t the only goal for HR and Talent Acquisition teams. In any hiring market, speed, reach, and efficiency are non-negotiable. You need to be able to meet your hiring goals while maintaining the best cost per hire and time to fill you can.

Our top tips for extending your reach while making the most of your time and budget:

• Combine high volume job sites with targeted niche sites
• Leverage data and review it regularly to ensure you’re meeting your goals
• Don’t be afraid to think outside of the box or try something new

There are thousands of job sites out there (JobTarget Marketplace has 25,000+ sites to choose from!) and if you’re posting to the same site over and over again then you’re likely missing out on some great candidates.

How Automation Simplifies Job Distribution

Now, you may be thinking that all of this sounds like a lot of manual work. You would need a team of recruiters to post to all these state job banks and diversity sites while also assessing and posting to high volume and niche sites and collecting documentation on top of it all.

If you were to do it manually, then yes, it would be a lot of work and would require a lot of resources. Luckily, there are tools built for automated job distribution (including JobTarget’s Compliance job posting).

When you choose the right compliance vendor, all of your recruitment activities can be automated and embedded into your existing workflows, making it easy to do it all in one place.

Benefits of automation:

• Automated ESDS delivery and proof collection without manual uploads
• Centralized control of job postings (including multi-state postings)
• Post once with distribution to high-volume sites, diversity boards, and other networks
• Candidates, performance reports, and proofs available in one place

Automation also helps reduce manual errors and audit risks. You don’t have to worry about keeping track of lengthy manual processes – you get peace of mind that your jobs are being posted everywhere you need them, and your documentation will be ready when you need it. 

Best Practices for Effective Job Distribution 

Job Posting Networks That Support Federal Contractors

Contractors should use a mix of:

• ESDS/state workforce agency channels to satisfy listing requirements
• Diversity-focused job boards (e.g., veteran and disability networks)
• High-volume job boards to expand candidate reach
• Specialized professional boards for niche talent

Compliance vendors with automated distribution tools make it easier to manage all of the above from a single interface while maintaining proof of delivery.

To maximize success:

• Standardize posting processes: Use templates and workflows that make it easy to post once across all job sites.
• Automate where possible: Reduce manual entry and errors with ESDS automation and job distribution platforms.
• Document thoroughly: Keep proofs and documentation on all job postings for 3 years.
• Leverage analytics: Assess where your applicants come from, which channels are working, and optimize accordingly.

An effective job distribution strategy does not view compliance and candidate reach as opposing forces. Instead, it layers mandatory ESDS listings with broader posting networks so that you:

• Maintain regulatory compliance
• Improve applicant volume and quality
• Support outreach goals

JobTarget’s platform enables federal contractors to automate job distribution across state job banks, to sites targeting veterans and people with disabilities, local organizations, high volume job sites, and niche sites.

You can post your job once and have the reassurance that it’s being posted everywhere it needs to be to meet your compliance and hiring goals.

Learn more about JobTarget’s Compliance Suite>

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