How to Post a Job Ad Quickly and Safely

To post a job ad quickly and safely, include the duties, salary range, schedule, exact location and contact method in the ad text, publish it in a jobs category on a moderated marketplace, then verify each candidate before sharing personal data or money. An ad missing the salary or location attracts unsuitable candidates and, sometimes, scammers.

A job ad is a written offer where an employer describes a vacant position and its conditions, to receive applications from suitable people. The difference between an ad that works and one that only brings pointless calls usually comes down to five lines of concrete text. Not design, not the number of platforms you upload it to.

This guide is for small businesses and individuals in Romania who need a person and don't want to go through expensive recruitment procedures. You'll find what the ad must contain, which phrasings can get you complaints, how to screen applicants in a few minutes, and what documents are signed when hiring. No promises of results, just steps you can follow today.

What a job ad must contain so you don't waste time

A good ad answers the candidate's question before they call you. If the person has to ask about salary, schedule or address, half of the applicants give up. The others call you, and you repeat the same things twenty times.

Duties, written as daily tasks

Describe what the person does from 9 to 6, not what qualities they have. "Handles online orders" says nothing. "Prepares 30 to 50 packages a day, labels them and hands them to the courier at 4 PM" says it all. The candidate figures out on their own whether they can do this or not.

Add a line about equipment or conditions if there's something to mention: work in a warehouse that's unheated in winter, night shifts, travel with the company car. Hide these details, and the person leaves after the first week.

The salary range, not a round number

Write the real range, from how much to how much, and what exactly raises the salary at the top end. "3,500 to 4,200 lei net, depending on experience" is information. "Attractive salary" is an invitation to pointless calls.

In Romania, the gross minimum wage is set by government decision and changes periodically. Check the current value before posting, so you don't write a range below the legal limit for a full-time position. A human editor should confirm the figure at the time of publication.

Schedule, location and contact

Write the exact hours, working days and whether it's full-time or part-time. For location, give the street or at least the neighborhood and a nearby landmark: "Militari area, near Lujerului metro station" says more than "Bucharest". If it's field work, write the travel radius.

For contact, use a single clear channel: phone during a time window or a message on the platform. Two phone numbers, an email and a WhatsApp give the impression that you don't know who's answering. For ads posted on a classifieds marketplace, the on-site message keeps the conversation in a place where the seller's history is visible.

What not to write in the job ad

Any requirement related to age, sex, marital status, pregnancy, religion, ethnicity, sexual orientation or disability is removed from the text. It doesn't matter that the intention was good. An ad asking for "girls up to 30" or "man for warehouse" can reach the National Authority for Consumer Protection or the National Council for Combating Discrimination, and the fine doesn't come out of the client's pocket.

The correct wording describes the real requirement of the job, not the person. Instead of "young man for lifting weights", write "position involves lifting weights up to 20 kg, repeatedly, during the shift". Instead of "woman for customer relations", write "reception position, 9 to 6 schedule".

The simplest test before publishing: read the ad and ask yourself if each requirement refers to a real task of the job. If not, remove the line. You don't need a consultant to do this check, you need five minutes of honesty.

Watch out for hidden requirements too. "Person from Bucharest" excludes candidates who would relocate. "With personal car" is an equipment condition, not a quality. If transportation really matters for the job, say why: "daily travel between two work sites, outside the city".

How to post a job ad on a classifieds marketplace

Choosing the platform changes how quickly you get candidates. A general classifieds site with a jobs category works well for local, small, quick-hire positions. A recruitment portal brings more applicants, but it costs and requires a selection process that many small companies don't have.

The concrete posting steps

Prepare the ad text, two or three real photos of the workplace and the contact details. Photos matter: a picture of the warehouse or workshop says more than a logo. Upload the materials in the jobs category, choose the city and, if the platform allows, the search radius, then submit the ad for moderation.

Moderation usually checks whether the text follows the posting rules and whether the phone number is valid. An ad containing discriminatory requirements or promising unrealistic earnings is rejected. The rules are public, you can find them at posting rules, and if something isn't clear, the team responds through the support center.

After approval, the ad appears in the list, and candidates write to you directly. All discussions stay on the platform, which gives you a history you can reread. If you want to compare what prices and conditions other employers in your city ask, you can do that on EX & GO, where you see active ads in the jobs category and the profiles of those who post them.

For related service ads, such as repairs or transport, it's worth checking the terms of use before posting. post an ad

Comparison: classified ads, recruitment portals, agencies

Criterion	Classified ads	Recruitment portals	Recruitment agencies
Cost	Usually free or with small paid options	Monthly subscription or per-ad fee	Commission from the employee's annual salary
Speed	Fast for local and seasonal positions	Medium, depends on portal traffic	Variable, with interviews done by the agency
Who filters	The employer, directly	The employer, with filtering tools	The agency, before sending profiles
Suitable for	Small businesses, field work, season	Positions with clear technical requirements	Specialized or management positions
Main risk	Many unsuitable applicants	The cost remains even if you don't hire	The commission is paid even if the person leaves quickly

The posting price matters, but it's not the only criterion. A free ad that brings you three suitable candidates beats a paid ad that brings fifty CVs nobody reads. jobs

How to quickly screen candidates and avoid scams

The first filter happens on the phone, in three minutes. Ask what they concretely did in their previous job, why they left and when they can start. Vague answers to these three questions say more than any CV.

Questions that quickly separate candidates

Ask for an example of a difficult situation they solved at their previous workplace. Ask them to confirm the schedule and the distance to the workplace. Ask if they need a flexible schedule for personal reasons, so you don't find out on the first day.

If the job requires a verifiable skill, give a short test, paid or unpaid, depending on what's legal and reasonable. A 30-minute on-site test, for an operator position, tells you if the person can keep up the pace.

Scammers posing as candidates

There's also the reverse situation: someone posing as an employer and asking for money for "equipment", "training course" or "deposit". The rule is simple, no real employer asks you for money to hire you. If a candidate asks you for an advance for paperwork or for a "file", it's a scam.

On your side, as an employer, don't send copies of your ID, contract or bank account before you've talked to the person and verified their identity. Ask for a short video call or a meeting at the office. Check the phone number and, for positions with responsibility, ask for references from their previous job.

A common red flag: the candidate asks to discuss only on an external channel, refuses the meeting at the office and insists on personal data in the first messages. Another: they ask you to sign a contract before discussing the job. Neither is a reason to accuse someone, but both justify an extra check.

What documents are signed when hiring in Romania

Hiring is done through an individual employment contract, concluded in writing, before the person starts work. The contract is registered in the general employee registry, and the employer has the obligation to submit it within the legal deadline. Procedure details change, so check the current form at the Territorial Labor Inspectorate in your county.

For individuals hiring occasionally, for example for picking or seasonal work, there are simplified forms of short-term employment. Conditions and thresholds are set by law and updated, so don't rely on what you read last year.

What the contract must contain: the parties, the workplace, the type of work, the duration, the salary, the schedule, the leave and the termination conditions. If the job involves risks, such as working at height or with machinery, health and safety training is done before starting the activity, not after.

The candidate's identity documents are requested when signing the contract, not earlier. Copies of documents are kept according to data protection rules, and data not necessary for hiring is not collected.

Checklist before posting

Go through the list below in order. If one point isn't checked, the ad isn't ready.

• The duties are written as concrete tasks, with volume or pace.
• The salary range is filled in and is above the current legal minimum.
• The schedule, working norm and working days are explicit.
• The location has a street or neighborhood and a known landmark.
• A single contact channel, with a time window.
• There are no requirements for age, sex, marital status, ethnicity or religion.
• There are no promises of unrealistic earnings or guarantees of hiring.
• There are one or two real photos of the workplace.
• The ad is posted in the correct category, with the correct city.
• You've read the platform's posting rules before submitting.

Frequently asked questions

How long until my ad goes live?

It depends on the platform. On a moderated marketplace, your ad usually goes into review right after submission, and approval happens the same day or the next, depending on ad volume and team hours. If the text has discriminatory requirements or invalid contact details, the ad is rejected and you get the reason. To save time, write the full ad from the start and check your phone number before submitting.

Can I post a job ad as an individual?

Yes, if the job is for a household or an occasional activity such as caregiving, cleaning, gardening or seasonal help. For a regular economic activity you need a legal form of organization, and hiring is done with a contract. The form of employment and documents depend on your situation, so check with the Territorial Labor Inspectorate if you're not sure what applies to you.

What do I do if I get money requests from a supposed candidate?

You pay nothing. A real candidate won't ask you for money for equipment, courses, paperwork or a deposit. Save the messages, block the account and report it to the platform. If you were asked for money or misled, you can file a complaint with the police and, for misleading commercial practices, with the National Authority for Consumer Protection, ANPC.

Do I have to include the salary in the ad?

There's no general obligation to publish the salary, but a salary range increases the number of suitable applicants and reduces pointless calls. If you include it, respect the legal minimum for that working norm. Check the current gross value on the competent institution's website before posting, because it changes through regulations.

How do I verify that the company or person I'm talking to is real?

For companies, check the identification data in the trade register, including the unique registration code and registered office. For individuals, ask for a video call or a meeting at a known address. Don't send copies of documents before this check. For ads posted on platforms, look at the account history and reviews from other users. Company identification data can also be verified through the trade register, DRPCIV.

What's the risk if my ad contains a discriminatory requirement?

You can be sanctioned by the institutions that enforce discrimination and consumer protection laws. Besides the fine, the ad gets rejected during moderation and it damages your reputation as an employer. The correct wording describes the real requirement of the job, not a characteristic of the person. Rewrite the line so it's clear what the person must do, not how they must be.

What to do next

To post a job ad without headaches, start with the complete text: duties, salary, schedule, location, contact. Remove any requirement that refers to the person, not the job. Post the ad in the jobs category, with the correct city, and wait for moderation. When applicants come in, screen them on the phone in three minutes and don't share personal data before confirming identity.

Handle the paperwork in parallel, not on the last day. The individual employment contract is signed before the first day of work, and registration in the general employee registry is done within the legal deadline. If you want to see what conditions other employers in your city ask, compare the active ads and their profiles. A clear ad, posted correctly, brings you suitable candidates and saves you weeks of pointless calls.