I haven’t done it, but I’ve seen it in various iterations of the this community and other communities. Typically they create a category or a group and then post the roles as individual posts. Or I’ve seen weekly posts of curated roles via the Community team. 

That’s the simplest way to do it, but I can’t speak to how effective it is. 

If you go that route, I’d recommend coming up with creative solutions to lock down permissions and/or delete outdated posts. That could help with spam and avoiding closed-positions still appearing.  

@baraica 

As Danny mentions a separate category has been the way I have done it in the past. Open a category and let users post their open opportunities. You can then include them in newsletters, featured topics, highlight specific things of interest.

I would personally then loop back with the original poster periodically to see if the job had been filled or was no longer available.

Here in Gainsight @revathimenon posts a monthly collection of jobs for example.

The beauty of community management is you can give it a go with very little effort and see if it takes root. >

There are a few ways to do it (as mentioned above), and we’ve done it ourselves, but one small thought I’ll share around job boards is that it might be good to consider where your audience currently goes for this kind of information.  In other words, there may already be really good places where most of your audience is going to meet this need.  And if that’s the case, a job board in your own community might not get a lot of traction.  In that scenario, as mentioned above, it can then be a good alternative to simply post periodical ‘round-ups’ of jobs and link out to the jobs wherever they are posted (that’s what we now do).

+1 to all above comments.

Few thoughts from the experience here on the community:

1. Testing out initially to see if your members really need it/are seeing it - they are bound to comment/let you know if the link is wrong, DM you with opportunities to add etc.
2. Have some basic numbers to track it initially so you can put effort towards it accordingly - I used to track basic views, likes, comments, link clicks (bitly) for the 1st 3-6 months before deciding to continue it.
3. It also takes a bit of time to get traction, so promoting it out in different ways helps get the word out - include it into newsletters or even spotlight it on your homepage.
4. Launch it when the need is there in the market & pause it when it’s not needed - if there is heavy hiring ongoing cause of market conditions, that’s a great time to launch it & provide support to your community members.
5. Lastly - just accepting that it’s okay to kill it if it doesn’t work as expected  - this can happen immediately or over time. Your engagement metrics will show it.

Love what @Alistair FIeld said - the beauty definitely lies in trying it out with little effort and then taking a call from there 

I’ll summarize our approach and shout out @JulietaCygiel for this initiative! 
We experimented with a group after hearing from members that they would like a job board. Ultimately the experiment helped us determine the job board wasn’t an attractive enough addition to our programming.

1. Customer Feedback: Understand from members if a job board is something of interest and what type of features, content, information they’d want.
   • In our case, we had confirmed interest for a digital space in which members could share job posts, learn about job posts, and offer up referrals.
2. Strategy: Understand how the job board will fit within your community strategy.
   • In our case, we decided to conduct an experiment for a time period to see if it would be a viable addition to our community programs.
3. Logistics: Understand which community component best served the needs of the community.
   • In our case, we created a Group as it could be private, unlisted, and public. Initially we made it private and then opened it up for anyone to join. We thought long-term the functionality to have Events or Topics siloed to only a group would be helpful.
4. Content & Guidelines: Map out your content calendar and create guidelines for the group.
   • In our case, we experimented with weekly and monthly digests of job postings from the industry and encouraged members to post their opportunities within our guidelines.
5. Promote: Create a plan to promote the job board to members.
   • In our case, we featured the job board in the community page, sent out internal comms, and external comms.
6. Analyze: Review the engagement with the job board.
   • ​​​​​​​In our case, we looked at views, posts, replies, and likes across the board. This helped us make a decision on whether or not to continue digests or to keep the group open or archive.