It doesn't actually make sense to produce five separate postings if you expect to hire individuals for the exact same job where the individuals will start on the same date (or approximately the same date), work the same shift, and so on. Candidates will be confused by this kind of posting, and you will potentially have issues as to who should be considered for an opening if a viable candidate applies to only one of the five openings. Further, any statistical analyses of applicant and hire data may be problematic. If you truly have five of the exact same openings with the exact same start date, the collective pool of candidates should be compared to each to determine whether outreach activities were successful and whether there were any selection disparities. By posting five separate openings, you may have candidates applying to only one or two of the openings while they are effectively considered for all five openings. The formal required in the protected veterans regulations (which is where there is the most explicit required to list open positions) is to "list all employment openings." Positions must be listed with the local state employment service office (i.e. the Employment Service Delivery System office) in "any manner and format permitted" by that office that will allow for priority referral of veterans. (See 41 CFR 60-300.5.) Note that the requirement to list open positions does not say that federal contractors and subcontractors must "separately list all employment openings" or "individually list all employment openings." Thus, listing five positions together where the substantive requirements for the job are the same and the start date is the same seems to be acceptable under the federal affirmative action regulations (so long as the local state employment service office allows that kind of listing). If you have five of the exact same positions with the same (or at least a very close) starting date, it makes sense to list the position once, note there are five openings on the listing, collect information on candidates, and then evaluate the candidates against each other. Ultimately, you will be looking for the effective of outreach efforts on this entire pool and you will be looking for whether there were disparities involving all persons hired vs all candidates. PLEASE NOTE that this is NOT an encouragement to list dissimilar positions together. It is very important to list different types positions separately. Dissimilar positions should not be listed together because of the importance of analyzing job qualifications against candidates expressing interest in open positions. If you list five openings for "production" or "office" positions, and then try to evaluate candidates against each other, there will be many questions about who was qualified and appropriately selected for the different kinds of jobs that may constitute "production" or "office" positions. Please also note that if you are listing multiple positions, but these positions will have staggered start dates, you may want to list these positions separately. If there are staggered start dates where, for example, one new employee starts in June and another starts in October, there may be different pools of viable candidates for these jobs because persons who express consider for the June positions may no longer be interested in the October positions.

You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.