Where Do Jobs Come From?
Revealing the process and reality around job postings
While working with my clients I’ve realized that there is a fair amount of mystery about how jobs are created and how postings are managed behind the scenes. As I mentioned, I’ve hired many employees, written job descriptions, managed hiring campaigns and budgets, and have posted and pulled job descriptions from various job websites.
The first thing I’m going to say is that a job may or may not represent an actual position. I always find a degree of moral outrage when I explain this to my clients. I’ll explain why I believe this is true and why using the FIT Method can help avoid the emotional pitfalls associated with these company practices.
To understand why job postings may not represent an actual job opening, you need to understand some of the basics of why jobs are created.
How are jobs created? Jobs are typically created because there is a problem to solve. A company has determined that there’s not enough people to complete the current work or expected future work. The problem is a lack of resources (people), and it can be driven by attrition (people leaving), retirement, business growth (usually a good thing), and changing needs (different skills are needed because of changes in the business). Let’s assume that a company’s employees at all levels are well trained and capable of doing the work. Now consider strong indicators that there is a need for more resources such as the stress caused by work consistently not being completed, unhappy external and internal customers, decreasing department or company performance, and employee burnout. Usually, managers would describe the problem and a proposed solution, decide if certain roles need to be duplicated or divided up, and write a hiring justification based on return on investment or operational improvement. If the justification is approved, the job description is finalized, the funding is approved, and the job will be posted.
Why are jobs posted and where? Jobs are typically posted with visibility proportional to the actual need. For example:
Highest Need: If an employee in a critical role or function gives their notice and who needs to be replaced immediately, the hiring company may use general job posting sites, their own website, and hire recruiters who will actively market and search for qualified employees.
Urgent Need: A company wins a major government program which requires more engineers and technologists than employees. The company has enough managers and project managers, but not enough people doing the work. The hiring company may develop generic job descriptions and postings to draw in as many qualified candidates as possible, moving around the actual hired roles based on candidate quality and supply, and the immediate internal need. The company might use multiple job posting websites and professional organizations, knowing that if they cast the new wide enough, they will attract the desired quantity and
Medium Need: If a company is expected to grow a new service, market, or technology offering in the next year and needs to assess the local market supply of qualified professionals, they might launch a soft campaign using their website, professional organizations, and some exposure to less costly job posting options. Since the company has time, they might craft their description and post with specific keywords to attract qualified candidates. They are willing to hire early if they find the right people that FIT the role and the company.
Hedging Risk: For certain types of jobs that are in demand because they require expertise or have higher expected turnover, some companies post rolling job postings on their websites. This method is often used when demand exceeds supply, and an employer needs to lure away professionals from competitors. I might imagine hanging a fishing rod off the back of the boat while you’re sailing. You know you need dinner, and what is the risk of fishing while you’re sailing? Jobs that fall into this category are highly skilled certified trades (machinist, welders, plumbers, electricians), advanced software and analytical engineers, and accomplished operations professionals. Basically, these companies are waiting for their competitors to slip up, ultimately driving their talent away into your website’s job posting. The problem is, there may or may not be an actual job waiting for you behind the scenes.
What’s happening behind the scenes with job postings?
The Hiring Manager's Professional Maturity and Execution
The are two main factors regarding job posting viability. The first is the professional maturity and executive function of the hiring manager. If a hire manager fails to actively manage the job posting campaign and resources, they insist no candidate is qualified but does little to broaden the search scope, or basically runs out of patience and makes do, the job requisition may be pulled from the hiring manager because the problem was perceived to be not valid. I’ve been in this situation and have pulled a job requisition from a slow-moving manager and approved it to address the next most pressing need. The lesson? Solving problems in parallel often outweighs waiting for the perfect solution.
Evolving Company Priorities
The second factor is company priorities change, and planned resources (job requisitions) are reallocated. It is good to remember that job requisitions represent assets that have been budgeted and approved. I understand that this is dehumanizing, but it’s a fact. If you need a new piece of cutting-edge equipment to compete in a market, you plan, justify, and invest. If you need new expertise to effectively use the cutting-edge equipment, you plan, justify, and invest. Equipment and people are resources and they’re often reallocated when priorities shift. Sadly, I’ve been in a situation where the development team I was managing was completely outsourced and I had to take over a new role, while laying off the entire team. Their roles were converted to job requisitions to support the new direction, eliminating demand for one skill set and creating demand for another.
Considering these factors, what’s in your control? While it may seem that you don’t control much regarding your ability to navigate the factors I’ve described, you do control your own behaviors and response.
Awareness – Through your Structured Networking efforts, you can decide if a company is worth pursuing based on factors such as:
The company’s responses to your application and inquiries
The frequency and types of jobs they post
Readiness – Are you ready to apply and provide your branded content when job postings of interest appear? Have you determined if you could network with decision makers or make connections through your network? Be assertive and fight to the front of the line.
Organizing your companies of interest database – Just because you weren’t hired for one job, it does not mean they won’t consider you for another. If you like the company and their culture and vision, keep trying!
Are you regularly visiting your favorite companies websites and postings?
Are you staying up to date on target companies’ news and events?
Are you recording all your applications and outreach efforts in an organized way?
Are you completing regular follow-up with people you connected with, particularly if you made a good connection?
At first glance, job postings can feel random, even frustrating. Why did one vanish after you applied? Why does it seem like you're throwing your resume into a black hole? Here’s the thing: staying on a hiring company’s radar and maintaining a positive mindset are the real keys to keeping your job search campaign on track.
Yes, job hunting is work. Maybe not the most thrilling work, but it’s important to remember that every effort you make—every application, email, or networking event—is part of a bigger process. Neuroscience even backs this up: by showing up and putting in the effort, you’re rewiring your brain to associate hard work with progress. Each small win, like learning what works and what doesn’t, reinforces your commitment to achieving your vision.
About the FIT Blog
The FIT Blog adds depth and understanding to the Launch Success FIT Method. Think of it as a resource to learn more about the methods before signing up with Launch Success. It’s also intended as a resource during and after you’re engaged in the process. We provide definitions and examples on some of the foundational ideas, like the FIT Mindset and explaining Your Vision and Balance. What the FIT Blog reinforces most is that you control more than you think and can have a path forward towards independence and financial security.
About Gary Ainsworth
With over 30 years in working in technology and worldwide operations, and nearly 10 years as a certified executive and career management coach, I’ve gained insights in how companies hire and how career seekers increase their probability of getting hired. I’m committed to helping younger, less experienced professionals understand and unwind what’s holding them back in their careers.
Arc Completa, Inc. – Copyright 2025
All Rights Reserved – Content not to be used with permission