Users can add a new job to the platform by following up the below steps and filling the fields listed below.
Click on the ‘Add Job’ button on the Jobs page. Fill in details on the ‘Job Info’ form, followed by the Hiring Team, Approval, Hiring Stages and Application form sections.
1. Job Info:
This section requires the user to input details pertaining to the job, to create a job listing.
Job Position: This is the title of the job.
Business Unit: The user can select the name of the Business Unit under which this job is being opened. Business Units can be defined from the Business Unit under Job SetUp on the Settings Page.
Job Category/Function: User can choose the functional area for the job, from the drop-down. If the functional area of their choice is not available in the drop-down, the user can create a new category by manually adding it, the first time. The newly added category will start reflecting in the drop-down for subsequent job creation forms.
Job Type: The user can select between Full-time, Internship, Contract, Part-time, Temporary, Seasonal and Volunteer.
Job Level: The user can list the internal level associated with the job here. This is an optional field and for internal use only, and hence will not be visible to the candidates when applying to the job.
Hiring Type: The user can select ‘Lateral’ or ‘Campus’ to define the type of hiring associated with the job.
Job location: The user can fill this up by selecting the location(s) from the drop-down. Multiple locations can be saved against one job. Please note that this is a mandatory field for the job to be saved. The office locations can be defined from 'Office Locations' under Company Profile on the Settings Page.
Number of Openings: This is to mark the number of openings against one position. This is an optional field and for internal use only. This is not visible to the candidates when the job is published. If you are hiring for multiple locations then you can use the "Split openings by Locations".
Job description: This is where the job description is to be entered. A variety of formatting tools are available for editing the job description.
CTC Details: This section is for the user to enter the ‘Cost to Company’ details for the job. This field is optional and is for internal use. The minimum and maximum values of the compensation details for the job are to be entered in Lakhs Per Annum (LPA)
Experience Level: Minimum and maximum work experience required for the job is to be entered here. Please note that the experience level is also a critical input for generating a candidate’s relevance score against the job.
Important Skills: This is the list of the most relevant skills for the job. These are typically functional skills. The skills listed here will have more weightage while candidates are stack-ranked. This field is pre-populated with the top company-specific or industry-specific skills for the given position, derived from the hiring pattern. The user can retain, add or delete skills from this section before saving the job.
The user can also choose to use the ‘Advanced skills filter’ to create a Boolean string of skills. Points to remember when using Advanced Skills filter:
- Type skills with OR, AND, (). "Use double quotes to enclose the skills with spaces. In case of no brackets, OR will have higher precedence than AND."
- Use double quotes to enclose the skills with spaces in the name. Eg: “project management”
- In case of no brackets, OR will have higher precedence than AND.
Additional Details:
This section has questions defined in the 'Custom Job Fields' in the section with the same name under Admin 'Settings'.
Copying Job Info from a previous Job:
NOTE: Users can also copy details from the Job Info section of a previously created job, instead of manually entering them. This can be done by selecting the job position (from which the information needs to be copied) from the Job Position drop-down. Once the job is selected, all fields will be populated with information from the previously selected job.
2. Approval:
This section helps the user set up the approval chain, the order in which the approvers are to be sought for their approval etc. This can be done by simply toggling the ‘Request for Approval’ button to ‘Yes’.
The user is asked to enter details such as the name of the reviewer(s) and the order in which the approval request is to go to them. An optional Notes section allows the user to enter information important for the approval process.
Pre-defined job approval: Default job approval chains can be set up for jobs that have common approvers owing to meeting criteria such as a certain location, business unit or a certain job title. Whenever a newly created job meets the defined criteria, the approval chain will automatically get triggered based on the pre-set criteria. The user has the option to modify the approval chain at the individual job level.
Send for Approval & Exit: Hiring managers can use this option for exiting the job creation process after filling in the basic Job Info and setting up the approval chain. These jobs will be listed under the Unapproved job category. The recruiters can then complete the job creation process for these jobs by filling up the necessary information in the hiring team, hiring stages, application form and sourcing sections.
Editing Offer Approval Chain: Job Approvals tend to get delayed in situations when people part of the approval chain do not get to work on the request in time, or do not have access to the platform for various reasons. In such cases, the user with Admin permissions can also remove/edit approvers from the job approval chain, to expedite the job approval process.
NOTE: Please note that only those users that have active Param accounts will be listed in the drop-down and can be added as reviewers. If the user would like to add a reviewer who is not yet active on Param, they’d have to get the new user added to the platform before they can be added as a reviewer for a job.
This tab denotes whether the job has been Approved, Rejected or is pending approval.
When a job is pending approval, a message "Approval request sent. Waiting for reviewers to review" is displayed in the Approval tab of the job.
When a job is rejected, a message "Job rejected. You can edit job description/hiring team and resend for approval" is displayed, along with an Edit Job button.
3. Hiring Team:
This is where the hiring team members associated with the job are added. Users can define roles such as Recruiter, Hiring Manager, Sourcer, Coordinator and Profile Reviewer for the hiring team members from here. The role-based permissions of each are defined below.
Recruiter: A recruiter can manage the entire job lifecycle. They can manage a candidate’s status, schedule an interview, roll out an offer and message candidates. They can also access their team members jobs.
Hiring Manager: A hiring manager can create a job, can schedule interviews and can access reports of their hiring team.
Interviewer: This section is generally used when to add interviewers when there is a quick interview and there is no time to schedule an interview with an interviewer.
Sourcer: A sourcer can add candidates sourced from various sources to the respective job.
Coordinator: A Co-Ordinator can schedule the interviews of a candidate with interviewers. They can also send reminder notifications to the interviewers to share the pending interview feedback after an interview.
Profile Reviewer: A profile reviewer can review candidates, shortlist them and move to the next stage.
Hiring Team Member Notifications: Users who have been assigned a role on the hiring team such as hiring manager, recruiter, sourcer, coordinator etc will receive an automated email notification, along with the link to the job they have been assigned a role for. The email will inform the user of the job they have been assigned a role on, the role they have been assigned as well as enable the user to view the job on the platform via a link to the job.
4. Hiring Stages:
This section lists the hiring stages defined for the job. The default hiring stages for the job will be the same as the ones set up at the company level from the Settings section. For jobs that have different or additional hiring stages, the stage customization can still be done from this section.
The 4 stage categories are Application Review, Screening, Interview and Offer of which stages under Application Review and Offer are default ones and cannot be changed.
The stages under screening and interview can be edited to include stages such as online tests, psychometric evaluation, telephonic interview, assignment, in-house interview etc. based on the hiring process in various organizations and might vary across jobs within the same organization.
Each of the stages under the ‘Interview’ category can have a customized scorecard. This can be done by clicking on ‘Set up Scorecard’ against the stage.
The Scorecard opens up a form which lists numerous categories, each with multiple competencies against it. The user can create categories and competencies of their choice, select the competencies against the category for the interview by checking the boxes against them. Once a scorecard is saved for a job for a given stage, every time the candidate is scheduled for that stage, the interviewer will automatically receive the scorecard with the categories and competencies for which the candidate needs to be assessed by them.
The scorecard can be customized from Admin settings and categories can be added or removed as per the requirement.
5. Application Form:
Applicants are required to fill the application form when applying to jobs via Param career page. The questions/fields on the form can be customized from this section. The default application form for the job will be the same as the one set up at the company-level from the Settings section. For jobs that have different or additional questions on the application form, the customization can still be done from this section. You can customize application form for Candidates as well as for Employees.
Name, Email, Mobile Number, Resume, Current City, Experience is default fields and are mandatory. Users can add more questions to make the form more specific to the job by editing the form.
The 'View it on Career Page' link shows the job and the associated Application Form listed on the career page.
6. Sourcing:
This section enables the user to set up applicant inflow from various sources as listed below:
Career Page: The publish button against this section allows the user to publish the job to the Param career page of the organization.
Internal Job: Enabling the toggle button against this source opens the job to internal transfer applications from current employees of the organization. Enabling this source lists the job on the Internal Jobs section on the Employee Portal, and will be visible to all employees. Employees can view the job details and apply to the job with a single click, by clicking on Apply against the job.
Enabling Internal Job under Sourcing gives the user the option to add additional information about the job which will be visible only to the employees. This section can include additional information such as eligibility criteria for applying to the job etc.
Open for Referral: Enabling the toggle button against this source opens the job to referrals from current employees of the organization. Enabling this source lists the job on the Open for Referral section on the Employee Portal, and will be visible to all employees.
Enabling Open for Referral under Sourcing gives the user the option to add additional information about the job which will be visible only to the employees. This section can include additional information such as special referral rewards or programs for specific jobs etc.
Employees can view the job details and submit their referrals for the job by clicking on 'Refer Candidates' against the job and filling up a corresponding 'Referral Submission Form'.
Auto Sourcing: This section enables the user to set up auto sourcing from various portals. By defining the various criteria and saving them, auto sourcing can be enabled from each of the sites listed here. By using this feature, users can auto-source from the job board, without having to log in and perform searches on it. The integration uses the organization’s pre-existing login credentials and sources candidates from the job board based on the parameters set by the user, in addition to the job-wise skills generated by the hiring pattern.
Currently, auto sourcing is active with 'Monster.com', and more job boards will be added to this list soon.
Job Board: Param.ai allows clients to integrate with Naukri and Monster Job board so that they can publish the jobs directly to Naukri or Monster from param itself.
Linkedin Limited Listing: Limited Listings are free job postings on LinkedIn that are visible to active candidates when they search for jobs on LinkedIn. Candidates can also view Limited Listings on a company’s LinkedIn Page. They are listed below relevant LinkedIn (Premium) job slots and job posts.
Agency Sourcing: Users can enable agency sourcing for specific jobs by assigning agencies through this section. This is done by selecting the agency name from the drop-down list of active agencies. The user can also set a corresponding expiry date, which will be the last day till which the agency will be able to submit resumes for that job.
NOTES: The Sourcing section cannot be edited till the job has been approved. Users with Hiring Manager-level permissions will not be able to make changes to the sourcing settings of a job. Only users with Recruiter and Admin-level permissions will be able to make these changes.
