Is that job posting intended for an internal candidate? Here's how to determine if it's a genuine opportunity.

It can be challenging to determine if you're using your time effectively when searching for a job. While job seekers understand the importance of being selective with their applications, it's not always clear if an employer posting a public job listing is genuinely interested in considering outside candidates for their opening.

According to experts, businesses are not legally obligated to post a job externally if they already have an internal candidate in mind, but they can do so to give the appearance of casting a wide net.

Although it may be a little bit slimy, it wouldn't be improper for a company to engage in discriminatory practices as long as they are not breaking the law.

Amanda Augustine, a TopResume career expert, suggests that it's unlikely that a common practice is to rewrite a sentence, but it's difficult to determine for certain.

Augustine remarks that unfortunately, these roles are legitimate, and there's nothing to suggest otherwise.

To make your job search more efficient, you can network a little to gather information about whether a job is open to external applicants or not.

Set up a 10-minute informational call

Augustine recommends reaching out to a current employee at the company for an informational interview to learn more about their role and the organization.

Would it be possible to schedule a quick 10-minute chat with you over a video or phone call?

It's more advantageous to communicate with a familiar face at the company rather than reaching out to an unknown employee, according to Augustine. Even if the person you know works in a different department from the job you're interested in, they can still provide valuable insights or connect you with someone else at the company who may have more information.

Augustine suggests looking for a staffer with a connection to you, such as a friend of a friend, someone who worked with your colleague, or an alumnus of your alma mater, if you don't know anyone personally.

If no one in the department fits the bill, target individuals who perform a similar function to the open role, she advises.

Ask tactful questions

To determine the availability of the opportunity, ask the hiring team about their progress, such as if they are currently interviewing candidates and considering internal or external options.

"She advises against directly asking if a job opportunity is exclusive to internal candidates. Instead, one can inquire about the progress of the interview process or if a candidate has already been identified. This will help determine if it's worth applying for the opportunity."

Augustine suggests that if roles are not initially posted externally, it may indicate that the company has not yet found the ideal candidate and could consider internal candidates.

The degree of bluntness in your questioning depends on your personal comfort level and the nature of your relationship with the person you're conversing with, according to Augustine.

She suggests being more direct with someone you're familiar with, but advises caution and professionalism when speaking with someone you don't know well.

A conversation is 'always' worth your time

Although the person you speak to may have limited knowledge about the job you're seeking, Augustine believes that your conversation can still be valuable.

A 10-minute informational interview can save you a lot of application time, as she points out.

Augustine emphasizes that the chat offers valuable insights into the company's culture, not just the hiring process for a specific position. This information can aid in determining whether to apply and how to do so effectively, including customizing resumes and cover letters.

She suggests that the person you consult may refer you for the job or forward your materials to the hiring manager, potentially allowing you to bypass the recruiting process.

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