diff --git a/content/member-handbook.md b/content/member-handbook.md index 9f3f725..0711850 100644 --- a/content/member-handbook.md +++ b/content/member-handbook.md @@ -147,6 +147,186 @@ That said, here are some things we might do, in rough order of severity: Usually used when someone refuses to step back from a heated conversation or for trolls. - **ban**: asking someone to log off completely or doing the same via admin tools. +## Job Postings + +The `#jobs` channel is a space that we've dedicated for people to post when they +are looking for work, or when they have jobs. This section will provide some +guidance and rules for posting in the `#jobs` channel. + +### Pinning Posting Durations + +#### About Pinning + +Slack allows posts to be pinned to a channel. This provides a way for job +openings and for-hire posts to be kept around and highlighted in a channel after +the conversation has moved on. + +Due to the restrictions placed on us by being a free Slack team, the full +contents of pinned posts may not be available after 10,000 messages have been +posted (historically that's meant 2-3 weeks for our team). To work around this +limitation we strongly encourage you to use a very short summary at the top of +any posting, so that it's useful when pinned afer the full message has expired. + +An example of using this strategy would be: + +``` +Data Scientist IV at Rackspace (DM: @rebecca.skinner) https://goo.gl/abcd + + +``` + +#### Pinned Message Durations + +Pinned messages more than 90 days old will be periodically cleared out by +administrators. If you have fulfilled the pinned request (filled the role, +gotten a job) then we would request that you unpin the message yourself. + +#### Pinned Message Eligiability + +A post may be pinned if there is no similar post that has already been pinned. +That is to say, if you posted a job listing last week and it was pinned, then +you post again today, you need to unpin the previous listing if you want to pin +the current one. No hard restrictions are placed on how often you may unpin old +posts and re-pin new ones, although moderators may request that you reduce +the frequency of pinning our our discression if it appears to be interfering +with the normal functioning of the `#jobs` channel. + +In order to encourage maximum transparency in our job postings, we place more +stringent requirements for pinned job postings than unpinned postings. +Aggregate job listings are not eligible for pinning. Furthermore, a pinned job +posting must not only provide all required information, but must provide at +least 3 of the 6 recommended fields. + +For-hire postings are always eligible for pinning as long as the person seeking +employment is a member in good standing of the community. + +### When You're Looking for Work + +The `#jobs` channel is available for anyone to use if they are looking for +technical work. If you're looking for work, feel free to post a link to your +resume, linkedin profile, github page, etc. You may also pin a message saying +that you are looking for work, provided you unpin when you are no longer on the +market. + +You should not broadcast your availability more than once a week. + +### When You're Hiring + +Posting in the `#jobs` channel is a great way to find local talent, whether +you're an individual contributor looking for a new teammate, a hiring manager +looking to fill a role, or an internal or external recruiter, you're welcome to +post about your job openings so long as you adhere to our guidelines and rules. + +#### Job Location + +The STL Tech Slack is concerned with helping people who are in St. Louis find +jobs. To this end, we ask that all jobs that are posted be jobs that can be +carried out by people in St. Louis. This means any local job, or any non-local +job that is full-time remote is okay. There's no strict upper limit on how much +travel may be involved with a position and have it still be considered remote, +but use your best judgement ("you can fly home on the weekends" doesn't count"). +There are no strict geographical bounds for what counts as "St. Louis", but +consider that it should be within a reasonable distance of the greater St. Louis +Metropolitan area. + +#### Posting Frequency + +If you have a single job opening that you're hiring for, feel free to post it no +more often than once a week until you have filled the opening. If you're +posting many jobs, we'd ask that you try limit yourself to posting one or two +jobs per day, and no more than 5 jobs per week. If you are trying to staff up a +very large team, you may be interested in creating an aggregate posting, which +is described later on in this document. + +#### Posting Requirements for Individual Jobs + +When you are posting for a specific individual job, we have both some required +rules as well as some recommendations for how you post. + +##### Required Information + +All jobs that you post should have the following information: + + - Remote or On-Site: All job postings MUST include whether the job is + full-time on-site, part-time remote, or full-time remote. + - Work Location: For full and part-time on-site roles, posts MUST include the + rough geographic area of the work site. Examples would include: + "Chesterfield", "Near Forest Park" or "At T-Rex". + - Your Relationship to the Role: Job postings MUST disclose the relationship + of the post to the company or role. This includes explicit diclosure if + you are a first or third party recruiter, or if you currently work at the + company. "Unaffiliated" is a valid option, however any recruiters found to + not have disclosed that they are recruiters when posting jobs will be + permenantly banned. + - The Type of Position: All postings MUST disclose whether they are: Direct + hire, contract, or contract to hire. + - Employer or staffing company name: All job postings MUST include the name of + the company that the candidate would be directly working for, OR, the name + of the agency that the recruiter works for. Posting the name of the + employer is not required, but is HIGHLY ENCOURAGED. If a recruiter posts a + job without the employer name, and another member of the community discloses + the name of the employer, the moderation team will not take any action. + - Adhere to the CoC: All job postings must adhere to the STL Tech community + standards and code of conduct. + +##### Highly Encouraged Information + +We suggest that job postings include as much of the following information as +possible. While job postings without this information are not outright +prohibited, users who continually post jobs without any of the following +information may be asked on a case-by-case basis to either include more +information in their postings or to stop posting. + + - Employer Name: As stated above, the employer name is not required, however + it is highly encouraged that all job postings SHOULD include the name of the + employer where the candidate would be working. + - Salary: Job postings SHOULD include a reasonable salary range. It's better + to guess at this than to omit it, unless you really have no idea at all. + - Contract Margins: For contract and contract-to-hire positions, recruiters + SHOULD include their hourly or fixed cost margins that are added to the + candidates salary. + - Benefits: Job postings SHOULD include a list of available benefits, such as + amount of PTO, health insurance, paternity or maternity leave, educational + benefits, etc. + - Number of positions: A job posting SHOULD disclose how many candidates are + expected to be hired for the given position. + - Type of work: Many job postings include a list of technology skills and + requirements, but do not speak to the nature of the work. While not + required, job postings SHOULD include a description of the type of work to + be performed. + +##### Additional Considerations + +Job postings on the STL Tech Slack should be crafted to speak to our community. +There is no prohibition against merely copying information from an existing job +posting, but we encourage members of the STL Tech community go personalize the +message for the audience. In particular: + + - Leverage tools like [joblint](http://joblint.org) to ensure your job posting + does not contain language that would exclude marginalized people. + - Avoid terms like "rockstar" and "ninja". + - Understand [what your job posting is + saying](https://where.coraline.codes/blog/not_applicable/) and try to be + considerate of using inclusive language. + - Participate in the community, don't just stop by to dump a job listing and + then go silent. + + +### Aggregate Job Postings + +Recruiters, and companies who are looking to quickly grow new departments or to +significantly expand, may wish to skip posting individual listings, and instead +state that they have several different roles available across a broad range of +technologies. For the most part, postings like this should be treated similarly +to For Hire postings. They should be short, inclusive of the types of work +available, and limited to being posted weekly. For external recruiters, +aggregate job postings must also disclose that the poster is an external +recruiter, as well as the type(s) of roles that are available (contract, direct +hire, contract to hire). Additionally, for anyone posting aggregate listings, +we ask that the job poster be available via the STL Tech Slack to answer any +questions. Anyone creating aggregate postings then responding to questions +with a request for a phonecall / email will be banned. + ## The Moderation Team The moderation team is here to help you and to guide conversation towards good places.