Create Employer Contact User

Here you have the ability to:

  • Access jobs.mo.gov 24 hours a day, 7 days a week
  • Search for Job Seekers by the qualifications that you set
  • Immediately view summary information of Job Seekers who meet your specified qualifications
  • Electronically sort Job Seeker summaries based upon your review process
  • Directly contact Job Seekers of your choice
  • Search Job Seekers added to jobs.mo.gov daily
  • You will have as much control of searching for Job Seekers as you desire. The website is easy to use and has no fees. You will not find a larger pool of talented Job Seekers to choose from anywhere else in the state of Missouri!

These services depend on the exchange of accurate and timely information. We make every effort to encourage Job Seekers to keep their information up to date. We depend on you to do the same with your job listings as well as other information about your company. We reserve the right to remove any job from jobs.mo.gov if it contains inaccurate or inappropriate information. We also purge old information in accordance to an established schedule.


Employers using jobs.mo.gov must adhere to the following:

  • Information provided on this site is for the exclusive use of employers to connect with Job Seekers through employer job listings. You may not utilize job seeker information for any other reason other than filling available positions.
  • You cannot charge a fee to provide Job Seekers access to a job listing.
  • You cannot ask Job Seekers to purchase any materials or charge a fee as a requirement for being considered for a job listing.
  • You cannot use this service to recruit replacement workers in a labor dispute.
  • You cannot resell or repost Job Seeker information found on this website; such resale or reposting violates an individual's privacy.
  • You cannot list a job that requires a specific gender, age, and/or religious preference unless it is a bona fide job requirement. Your business must provide ongoing equal employment opportunities to applicants without regard to race, color, religion, gender, age, national origin, or disabilities.
  • You must have a bona fide job opening to use jobs.mo.gov. You may not post job orders for positions that are not currently hiring, or as a source of sales leads, or anything related to network marketing or pyramid schemes.
  • You cannot use this site to solicit Independent Contractors or self-employment opportunities.

We have asked jobseekers to report businesses that appear to violate these policies. Failure to comply with these restrictions could result in the loss of access privileges.


Because we strive to provide quality services to our customers, we will occasionally ask you to participate in surveys to gauge the value and effectiveness of our services and to seek your advise on improving the service. Participation in such surveys is voluntary.

Criminal Background Check

Notice #1 for Employers Regarding Job Bank Nondiscrimination and Criminal Record Exclusions

The public workforce system must comply with federal civil rights laws, including those concerning nondiscrimination in employment. In addition, as explained in the information below provided by the Equal Employment Opportunity Commission (EEOC) – the agency that administers and enforces Title VII of the Civil Rights Act of 1964, as amended – an employer may be liable under Title VII for its use of criminal record information to make employment decisions, depending on the factual circumstances under which the criminal records are used.

An employer that submits a job announcement containing restrictions or exclusions based on arrest or conviction history will have an opportunity to edit or remove the announcement, to help ensure that the employer and the public workforce system are in compliance with the law.

EEOC Information on Employer Consideration of Arrest and Conviction History

Title VII of the Civil Rights Act of 1964 makes it unlawful to discriminate in employment based on race, color, national origin, religion, or sex. This law does not prohibit an employer from requiring applicants to provide information about arrests, convictions or incarceration. But, employers may not treat people with the same criminal records differently because of their race, national origin or another protected characteristic. In addition, unless required by federal law or regulation, employers may not automatically bar everyone with an arrest or conviction record from employment. This is because an automatic bar to hiring everyone with a criminal record is likely to unjustifiably limit the employment opportunities of applicants or workers of certain racial or ethnic groups.

If an employer’s criminal record exclusion policy or practice has a disparate impact on Title VII-protected individuals, it must be job related and consistent with business necessity. For greater detail on meeting this standard, please see the EEOC’s Guidance referenced below.

Since an arrest alone does not necessarily mean that someone has committed a crime, an employer should not assume that someone who has been arrested, but not convicted, did in fact commit the offense. Instead, the employer should allow the person to explain the circumstances of the arrest to determine whether the conduct underlying the arrest justifies an adverse employment action. These rules apply to all employers that have 15 or more employees. For more information: http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm; http://www.eeoc.gov/laws/guidance/qa_arrest_conviction.cfm; http://www.nationalreentryresourcecenter.org/documents/0000/1082/Reentry_Council_Mythbuster_Employment.pdf.

Relevant Information from Other Federal Agencies

The Fair Credit Reporting Act (FCRA) imposes a number of obligations on employers that wish to use criminal background checks to screen applicants. This law requires the employer to obtain the applicant’s permission before asking a background screening company for a criminal history report, and requires the employer to provide the applicant with a copy of the report and a summary of the applicant’s rights before the employer takes an adverse action (such as denying an application for employment) based on information in the criminal history report. For more information: http://business.ftc.gov/documents/bus08-using-consumer-reportswhat-employers-need-know.

Employers should also be aware of the Work Opportunity Tax Credit (WOTC) and the Federal Bonding Program (FBP), two incentives that support employers’ hiring of individuals with conviction histories. The WOTC provides a credit of 25-40% of first-year wages, or $1,500-$2,400, for employers that hire qualified individuals with felony convictions. For more information: http://www.doleta.gov/wotc. Through the FBP, funded and administered by the U.S. Department of Labor, fidelity insurance bonds are available to reimburse the employer for any loss due to employee theft of money or property, with no employer deductible. For more information: http://www.bonds4jobs.com/index.html.

The U.S. Department of Labor enforces Title VI of the Civil Rights Act of 1964 as it applies to public workforce system programs or activities receiving federal financial assistance, as well as the nondiscrimination provisions of the Workforce Investment and Wagner-Peyser Acts, which fund the public workforce system. Title VI and its implementing regulations prohibit any program or activity receiving federal financial assistance from excluding from participation in, or denying the benefits of the program, or otherwise subjecting anyone to discrimination, on the ground of race, color, or national origin. The nondiscrimination provisions in the laws that fund the public workforce system apply to discrimination on these bases, as well as discrimination on other grounds including disability, age, sex, and religion.

Do you agree to the above Code of Conduct?