Start by clicking New position -button in the Positions-page.
If you see "Create a job requisition" instead of "New position," your company uses a job requisition process. You can still create the position, but it will require approval from designated approvers before it's published. You can learn more about the job requisition process here.
After clicking New position -button, a modal will appear asking for initial details:
External position name: Enter the external title of the position.
Company profile: Select your company's profile from the dropdown.
Main language: Choose the primary language for the job ad and applicant communications.
Creation method: Select "Blank job ad" to start from scratch or choose another to use a template or copy and old Job ad.
Click Start editing.
Edit position -page
Top of the Edit position -page consists of:
Position title: The official external title of the position you are hiring for.
Internal position title: An internal identifier to help you distinguish between positions, particularly useful if you have multiple roles with similar job titles.
3 action buttons on the top right side:
Company details: You determine how much detail about your company is presented to potential applicants. You can override details from the company profile here.
Custom messages: Override system status updates for this specific position. 💡 Tip: Edit the sending address for the messages in this section.
Tags: Add position tags.
Define Core Position Details
This is the first step in defining the core information for your job opening. You can choose from three types of positions:
External Position: This is the most visible type, suitable for advertising on external job boards, your company's RSS feed, and accessible via a direct link.
Internal Position: Accessible through a direct link or your company's RSS feed, ideal for internal job postings.
Hidden Position: Not visible on public channels and only accessible using a direct link, useful for confidential searches.
By activating job alerts, this position will be shared with candidates who have subscribed to the job alert newsletter.
Timezone: Timezone for application period.
Application period: These dates determines when the job advertisement will become live and available to applicants, and the final date applications will be accepted for the role.
Reason for vacancy: Reason for the job opening.
Internal notes and details: Internal information about the position, can be used to collaborate on the planning.
Salary range: Add the salary range for the position. You can also only add min. or max. value if there is no range. Select currency and salary period, and additional description for the salary. Choose if the salary will be visible on the job ad and job boards.
💡 Tip: EU Pay Transparency Directive: Please be aware that withholding salary information may conflict with the EU Pay Transparency Directive, which mandates that such information should be publicly available.
External job description: This is your primary tool for attracting candidates. You can enhance it with rich text formatting, links, images, and videos. Use sub-pages to translate the external job description and external position title.
💡 Tip: Use the "Embed YouTube video" button for easy video integration.
💡 Tip: Our AI Assistant can help you generate a compelling job description.
Add your hiring team:
Lead: The primary owner of this position. There is one Lead; they are the main person responsible for the job.
Hiring managers: Hiring manager for this position. You can add several; they help identify who oversees hiring for this role.
Members: Extra people on the recruitment team with access to this position - typically teammates who work with candidates and the pipeline but aren’t the named Lead or hiring managers.
Application Form Customization
Customize the application form applicants will use. You can select a form, and add custom questions and video questions. Ensure fields relevant to your hiring process are marked as required. All questions from the form and additional questions can be used in automations and in applicant search.
Recruitment Flow Setup
Define the stages of your recruitment process. You can use a ready-made flow or customize it by adding, removing, or reordering steps.
Target lead time: Maximum number of days a candidate should remain in the step.
Deadline: A date when the step should be finalized.
If an application exceeds the deadline or the target lead time of a specific step, the labels “overdue” and “delayed” will appear in the “Remarks” column. You can also use these in the automations.
Overdue: Deadline for finalizing this status step has already passed.
Delayed: The candidate has remained in this status step longer than the set Target Lead Time.
If you use a video interview step, you can edit the video interview questions in this section.
Requirements and evaluations
In this step you will be able to manage requirements and evaluation criteria. You can start creating these manually, or use Evaluation templates.
If you start from scratch, write required skills manually or use "Recommend skills" AI tool. After adding all requirements, you can start creating evaluation steps.
You can apply all requirements to all steps or customize evaluation forms per step. Add relevant interview questions to the form.
Edit job posting
In this step, you can give your job advertisement its final polish, ensuring it perfectly represents your company and the role.
Styling: Choose from pre-defined themes (Classic, Elegant, Simple, Light, Dark, Chic) or use advanced CSS styling options, e.g hide the map from the view.
Color: Use the color picker to select the color that align with your brand identity.
Set image: Upload a header image to make your ad stand out.
Form only: Toggle this option if you only want to show the application form without the full job ad.
Structure for Clarity: Arrange the different sections of your ad to guide applicants through the information effectively. You can easily drag and drop sections or use the arrows for precise placement.
Job Ad Approval (If applicable)
If your company uses a job ad approval process, you will see a "Job ad approval" step as the final step. This will follow the approval set in the settings.
Once everything looks just right, click Publish or Save and exit the view. Publishing generates a link that allows you to preview the final advertisement in a live environment before sharing it with potential applicants.
Share on job boards
You can now start the job ad marketing by posting the job to multiple Job Boards to attract top talent.
