Creating Job Announcement

Creating attractive job announcements which automate the entry of candidates into the recruitment pipeline is key to hiring success.

Liz Diller avatar
Written by Liz Diller
Updated over a week ago

To create a job announcement, you’ll need to:

  1. Click the Jobs drop-down menu in the left sidebar.

  2. Click on the Jobs option.

  3. Click Post New Job in the center of your screen.

Then, you’ll need to complete four steps of filling out required and optional fields, which will provide the content needed for the job announcement, and set up the process with which you’ll be reviewing applicants.

Here is a detailed description of what you’ll need to do in each of these steps:

Step 1

Announcement Purpose:

Select whether your job announcement should be internal or external. Internal job announcements are vacancies that are announced to your existing employees, seeking applications from them. External job announcements are vacancies that are announced to job-seekers outside of your organization.

Job Posting Language:

You can choose to create your job announcements in the language of your choice, and can even create them using multiple languages, whereby you’ll be able to fill out the rest of the content in the job announcement with your selected languages.

Filling in Basic Job Information:

  • The job title. Enter a job title that clearly describes the position you’re looking to fill.

  • The job type. You’ll need to specify what type of contract the employee will be under. Will the position be full-time, part-time, remote, an internship, etc.?

  • The job category. The job should be categorized by its field of work.

  • The required candidate level refers to the seniority level of the position.

  • The deadline by which you’re looking to fill the job opening. (This field is optional.)

  • The country, state, and city of the job opening.

Salary Information (optional):

  • Just as with the rest of the information under this category, the filling out of this information is optional. But if you do choose to put a salary, you’ll need to first specify whether the salary is the net or the gross amount.

  • To put a salary, you’ll need to put the range of the currency and the currency. The range of the salary means putting in a rough estimate of the minimum and maximum values of the salary. Additionally, you’ll need to specify the period with which the wage will be paid, whether it’s hourly, weekly, monthly, etc.

Vacancy Details:

  • The job description is one of four detailed texts that can be added to your job announcement, however it is the only required one. In this detailed text, it is extremely important to accurately and extensively relay the duties, responsibilities, and tasks at hand for the open position. A good job description can help bring in more relevant candidates, and we have some sample job descriptions that may be of help.

  • Next, the job specification in your job announcement can be relayed through texts highlighting the open position’s responsibilities and required qualifications. Additional information can also be included in the job announcement if you need to get into more detail.


In this section, selecting professional and soft skills available in our database will help you find the best match quickly. Selecting your preferences, your desired skills will be compared to the skills that your applicants claim. If a skill you need isn’t in our database, you can request the creation of a new skill, where we’ll either create or discard your requested skill.

Step 2

Company Users:

Select the users registered to your company profile who will be involved in the candidate management process for this vacancy. Selected users will be able to interact with the applicants’ candidate profiles and move them along the hiring process.

Step 3


You’ll need to assign either the default workflow, an existing one you’ve created, or a completely new one that you’ll need to create. Here is our help center article on how to create workflows.

Feedback Form Users:

Select the users who will be able to use the feedback forms in the candidate profiles of the applicants. Additionally, select the feedback form you’ll be using for the applicants, selecting either the default, or pre-existing ones, or creating new feedback forms.

Step 4

The third step, though not the final one, involves concluding the job announcement, and either choosing to close it and save it as a draft, discarding it, or posting it immediately. Before choosing what to do with your job announcement, however, you’re given a preview of what it looks like and can go back to previous steps to make any desired changes.

Step 5

Now, that your job post has been made active, the final step of creating a job announcement is distributing it through various channels to source candidates. After posting the job, you’ll have generated a link, which you can copy. This link essentially directs job-seekers to your application form, which upon completion will create a candidate profile in your candidate database.

Using this link, you can use our software to:

  • Post on external job boards.

  • Post on corporate social media.

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