Post a Genuine NDT Vacancy on NDT Connect

Confirm a real opening and your authority

Begin with an actual vacancy that is open for applications. Confirm the hiring company's identity, the person who approved recruitment and your authority to publish on its behalf. A general desire to collect resumes for possible future work is different from a current opening and should not be presented as one.

NDT Connect's posting policy requires an accurate, genuine role and an authorized recruiter. Read that policy before preparing the advertisement. If you are an agency, establish how the actual hiring organization and your relationship should be represented. Do not copy another company's vacancy merely because it appears relevant to inspectors using the site.

Prepare the role before opening the form

Agree the work responsibilities, location, engagement type and entry requirements with the hiring manager and technical lead. Resolve contradictions before publishing. A title suggesting a trainee role should not be paired with duties that require independent experience unless the actual entry expectations and supervision are clearly explained.

Use a short working brief to collect the information. Include approved terms, the application destination and the person responsible for maintaining the listing. This preparation reduces the temptation to fill required fields with generic wording simply to complete the form. The final advertisement should describe the job the employer can actually offer.

Use the account and draft process

The current posting page allows an NDT Connect account holder to prepare a vacancy. The account email must be verified before publication. A draft can be saved while verification or internal review is pending. Use the draft state to check the content rather than publishing uncertain details and hoping to correct them later.

Keep access to the posting account under the employer's appropriate controls. The account owner manages the listing, so plan continuity if the recruiter changes roles or becomes unavailable. This guide describes the current workflow reviewed on October 31, 2026; use the visible form and posting policy for the operational requirements when you publish.

Write a title candidates can understand

Choose a concise title that reflects the actual role and responsibility level. Add a method or specialization when it materially helps applicants understand the work. Avoid strings of unrelated methods, exaggerated urgency or promises about pay that the employer has not approved.

The title should work with the description, not replace it. A familiar industry title can mean different things at different organizations. Explain the scope in the body so that a candidate can distinguish field examination, reporting, coordination, supervision and training responsibilities. Clear wording improves the quality of the conversation that follows an application.

Identify the hiring company accurately

Enter the actual hiring company in the company field and ensure the description is consistent. If another organization hosts the work or an agency coordinates recruitment, explain that relationship where relevant. Do not imply that NDT Connect employs the candidate or that a named customer has directly authorized recruitment unless that is true.

The FTC has warned that scammers can alter genuine job advertisements and reuse company identities. [2] Make your legitimate application route easy to verify and maintain consistency with the employer's own recruitment information. A candidate should be able to understand who is communicating with them and where their application will go.

Describe where the work occurs

Select the correct country and enter the state, province or region. Use the city field when it accurately identifies the role; the form allows it to remain blank for a statewide role. Explain travel and work arrangements in their designated field rather than using a convenient city as an invented office location.

For work across several sites, state the real pattern and reporting arrangements. Do not call a field role remote merely because some reporting can be completed away from the site. Location affects a candidate's practical decision and may affect applicable employment disclosures, so have the responsible employer reviewers confirm the information.

Choose the engagement type carefully

Select the engagement type that reflects the actual offer. Explain the arrangement in the description and terms where needed. A label alone does not settle legal worker classification or remove disclosure obligations. The employer should obtain appropriate advice for the real relationship and jurisdiction.

Keep the listing consistent with the agreement the successful candidate will receive. If the business is still deciding between employment and a service arrangement, resolve that question before advertising a definite role. Candidates should not discover late in the process that the engagement differs materially from the one they applied for.

Explain the work in the description

Use the description to show the role's purpose, work environment and main interfaces. State what the person will contribute and how the role fits the organization. Include enough context to help a qualified applicant assess relevance without revealing confidential customer details or sensitive project information.

The form has minimum content requirements, but merely reaching a character count does not make an advertisement useful. Avoid repeating the title or filling space with promotional claims. Explain the actual work, the support available and any material conditions that affect the applicant's decision to proceed.

Separate responsibilities from qualifications

The responsibilities field asks what the person will do. The qualifications field asks what evidence or capability is needed for the role. Keep those functions distinct. A list of certificates does not explain daily duties, and a list of duties does not establish which requirements must be met before starting.

Distinguish essential entry requirements from preferences and planned development. Have the technical lead review method, scope and employer qualification wording. Do not imply that a central certificate automatically authorizes all work or that a short course guarantees readiness. The advertisement should accurately describe the organization's actual review and authorization expectations.

State approved compensation and disclosures

Use the compensation, benefits and screening-disclosure fields for the information applicable to the role. Where an offered range is stated, identify its currency and pay basis and ensure it is genuinely approved. Explain relevant other compensation or travel terms clearly rather than relying on an unexplained headline figure.

Disclosure requirements vary by location, employer and work arrangement. Have the appropriate HR or legal reviewers confirm the actual obligations, including any relevant use of AI in applicant screening. This guide supplies no universal salary range or legal compliance guarantee. The posting form is a place to communicate accurate information, not a substitute for the employer's review.

Provide a working application destination

Supply at least one application destination: an application email or an HTTPS website. If both are entered, the current application button uses the website. Confirm that the chosen destination is monitored and that its instructions match the listing. Applicants send their documents directly to the employer; NDT Connect does not collect resumes through this job board.

Test the destination before publication. A broken form, inaccessible website or mistyped email can prevent an interested candidate from applying. Use an authorized destination rather than a personal account that will become unavailable when a recruiter leaves. Plan who will acknowledge submissions and handle questions.

Give applicants concise instructions

Explain what applicants should submit and how the next stage works. Request information appropriate to the legitimate recruitment process. Avoid demanding sensitive identity or financial records in an initial open application unless the authorized process establishes a valid need and secure route at that stage.

Keep the instructions specific to the vacancy. If a resume and a short description of relevant method experience are sufficient for initial review, say so. Do not ask for a large portfolio of confidential customer reports. Candidates should understand how to demonstrate relevance without breaching obligations to previous employers or clients.

Set a realistic listing expiry

The current form requires a listing expiry and limits the selectable period to the platform's allowed range, up to ninety days. Choose a date that reflects the expected recruitment period. Expiry is a maintenance control, not a promise that the role will remain available until that date.

Close the posting promptly if the vacancy is filled or withdrawn sooner. If recruitment continues, review the content and current policy before renewing or updating it. Do not leave stale advertisements active merely to attract future applicants. A maintained listing gives candidates a clearer account of the employer's actual need.

Review the confirmations before publishing

The form asks you to confirm that the vacancy is genuine, that you are authorized to recruit for the named company and that the information includes the required disclosures. Treat those as factual checks. If one is unresolved, keep the posting in draft and resolve it with the responsible employer contact.

Review the content with someone who has not written it. Ask them to identify the employer, location, duties, entry requirements and application route. If they cannot answer those questions from the draft, improve it before publication. This quick reader check can reveal ambiguity that the author overlooks because they already know the job.

Worked example: a travel role with no local office

Consider a fictional employer hiring an inspector for assignments across a state. The company does not have an office in every city where work may occur. The posting uses the appropriate state or region, explains the travel pattern and leaves the city field blank where that accurately reflects the role.

The employer does not create duplicate city advertisements implying local branches or separate vacancies. Candidates receive one clear description of the actual opportunity and its travel expectations. The example illustrates accurate location communication; it is not a current vacancy or a recommendation about how every multi-site role must be advertised.

Check the published page as an applicant

After publication, open the public page and read it without relying on the editor. Check the title, company, location, terms, application instructions and displayed status. Follow the application destination far enough to verify that the intended route opens, without submitting a test candidate record unnecessarily.

Correct errors through the posting management page. If a material error affected candidates who already applied, coordinate an appropriate clarification through the employer's recruitment process. Updating the public text alone may not reach people who saved or acted on the earlier version. Keep a record of significant changes under the employer's normal controls.

Understand search visibility realistically

Google's job-posting documentation explains that structured data can make an eligible vacancy available for enhanced search presentation; it does not guarantee display. [1] NDT Connect includes published active jobs in its live jobs sitemap, while search engines control their own discovery and indexing decisions.

Do not promise an employer a particular ranking, number of applicants or immediate appearance in search results. Focus on accurate content and a working application path. Repeatedly republishing the same role with misleading dates is not a substitute for maintaining the vacancy. The platform's policy states that editing text does not reset the original publication date.

Maintain the listing through the hiring process

Use the management page to update the role when genuine details change and close it when applications are no longer wanted. Coordinate those actions with the people reviewing candidates. A listing owner who is unaware that an offer has been accepted may otherwise leave an apparently open vacancy behind.

Keep candidate communication separate but aligned. Closing a listing does not replace notifying applicants who are already in the process. Conversely, sending a rejection message does not automatically close the public advertisement. Assign an owner to both tasks so that the employer's public status and direct communications remain consistent.

Respond to suspected misuse through the reporting route

The individual vacancy page provides a reporting route for suspected problems. The posting policy explains that reports enter an administrator review queue and do not automatically remove a listing. Provide factual information if you report misuse, and keep sensitive candidate documents out of the report.

If your company identity or vacancy has been copied elsewhere, use the appropriate reporting channels for those services and the employer's own response process. Keep the legitimate application route clear. The presence of a listing on any platform should never be used as a reason to request unexplained payments or unnecessary personal information from candidates.

Keep a single owner for corrections

Identify who can edit the posting when a hiring manager notices an error. Send corrections through that owner with the revised wording and its approval, rather than creating another listing to fix the first one. If several colleagues help recruit, give them the same public link and current role brief. This reduces contradictory advertisements and makes it easier to close the actual vacancy when the decision is complete.

Use the worksheet as the employer’s publication record

Complete the worksheet before entering the form and retain the approved information through your recruitment process. It identifies the authority, content, application route and maintenance owner that make a vacancy usable. Update it when material terms change so that the next recruiter understands the current arrangement.

Start at the posting page when the real role and application process are ready. Use drafts for review, verify the account email and publish accurate information through the current form. The result should be a clear invitation to apply for a genuine opportunity, supported by an employer who can answer questions and keep the listing current.