To create a new job, navigate to the jobs page by clicking “Jobs” in the header and clicking “View Jobs”.

Next, click the “+ New Job” button.

In the modal that appears, enter the name of your job. Next, optionally, type in the name of the template you wish to use. If you decide not to use a template and wish to start from scratch, simply leave this optional field blank. Finally, click "Create Job".

Now, you can customize your job posting.

To begin, you will determine if this role is a teaching or non-teaching role. Note that only teaching roles will be eligible for Nimble Candidate Insights (NCI).

Next, you’ll want to determine if this is an internal-only job or a regular job, available to all external applicants. Within Nimble, you do have the ability to designate a job as internal only. When a job is internal, it requires a special organization-specific password in order to access it from your job board. You can set jobs as internal indefinitely, or you can select a specific date by which they become externally available.

Next, you’ll want to customize the workflow for this job by selecting the relevant statuses that you’d like candidates to move through as they are screened. You can review our full tutorial on custom workflows here.

A pooled posting represents multiple vacancies across the organization. We recommend using pooled postings to make your external job board less overwhelming to candidates, and to ensure that talent is being efficiently routed to hiring managers. So, for example, rather than posting several first-, second-, and third-grade teachers, you might post one elementary teacher pool. You can add vacancies to the posting using the locations modal. Visit our managing vacancies and vacancy dashboard tutorials for more information on how vacancies work in Nimble.

Within the locations modal, you can determine if a position has district-level or school-level vacancies. Select "district vacancies" if the position is at the district level and not associated with a specific school site or department. Select "School-based vacancies" if you would like to associate the job with certain locations. It's worth noting that you cannot add both school and district-level vacancies to the same job.

If you select "School-based vacancies", you’ll see each of your schools listed. You can use the search bar to find specific schools.

Next, you can specify the number of vacancies for each site. If you aren’t sure yet whether a given school has any vacancies but you know that it will likely have vacancies that arise throughout the hiring season, you can set the vacancies to 0.

As vacancies are confirmed throughout the hiring season, you can either add those vacancies here by editing the job, or you can add them through the vacancy dashboard or job request process.

It’s important to note that candidates can see a list of schools on the job description page when viewing a pooled posting. Nimble will automatically show them only the schools that have unfilled vacancies. In other words, if there are three schools that have vacancies on this modal, but all the vacancies at one school have been filled, the candidate will only see the other two schools listed when previewing this job.

Finally, on the right-hand side of the locations modal, there is a "School Admin Access" column, which determines whether School Admin can view this candidate pool. This column is useful if there is a school-based vacancy for a job, but you do not want the School Admin at that school site to be part of the screening process. If you uncheck this visibility checkbox, the vacancy at that school will still be created on your vacancy dashboard, but the School Admins at that school will not have access to view this candidate pool.

With the HR/Onboarding section, applications for the role will be assigned to

the selected Super/District Admin. These assignments are used to filter and view individual team member portfolios on the candidates page.

In`this section, you can add District Users to the job posting. Remember, since they are not affiliated with a specific school location, District Users can only see candidates for jobs they have been tagged on. Start typing or click into the box to select a District User from the drop-down list.

Job Owners can also be tagged on jobs. Job Owners are users who have special ownership responsibilities over this particular job. When users configure their notifications in settings, they can set specific email notifications for jobs they own. So, even if a user had view access to candidates across multiple jobs, they could get special email notifications for jobs they own. If there is a specific analyst or staffing specialist on the HR/Talent team who takes ownership over a subset of the jobs they have access to view, you may want to tag them as owners here.

Next, you can tag the job with one or more categories to help candidates filter for the types of jobs they’re looking for on your job board. You can also filter your data dashboards by job categories if you want to understand your vacancies and pipeline data for a certain group of jobs. You can edit this list of categories for your organization on your settings page.

Similar to categories, you’ll also want to tag the job with the applicable grade levels, as candidates can also use this as a filter on your job board to find jobs that cover the grade or grades they are interested in.

The Salary, Employment type, Start date and Deadline fields are also shown on your external job board and can be used by candidates to sort jobs on the list. If you fill in the deadline field, once the deadline passes, the job status will automatically move from active, open to active, close. Requisition number is meant for internal use to track the position(s) this job relates to.

Hiring season is an important field that helps the system to attribute the vacancies associated with this job to the correct hiring season. You’ll always want to make sure to select the appropriate school year in the drop down. For example, if your posting represents a midyear or immediate opening you will want to select the current school year. If the posting represents openings for the next school year, you’ll select the upcoming school year in the drop down. If you are posting a job that does not have a fixed number of vacancies — like a substitute teacher pool for example — you can select N/A in the drop down.

The job closure notification section allows you to configure job closure notifications when a specified candidate threshold is met. You can learn more in our dedicated article here.

Finally, the job description field must be filled in for your job to be posted through our job board integrations. Jobs without descriptions cannot be scraped. The benefits section will only show up to candidates if it is filled in; you can leave it blank and it will not show on the candidate-facing side.

Next, you'll specify the application experience for candidates. In Nimble, Super and District Admin can customize specific details of the application process for candidates on a job-by-job basis.

By default, all of the application section checkboxes will be selected as visible but not required except for resume, which is both visible to candidates on the application and required by default. This means each of these sections will be visible to candidates as they fill out a job application, but the only item that will be required will be resume.

Our recommendation is that in order to avoid making your job postings seem too overwhelming, you limit visible and required fields, especially for harder-to-staff positions. You may want to make critical information such as resume, work experience, and credentials required for teaching roles. If candidates fill in work experience and credentials, you can filter by years of experience and credentials on the candidate list, which makes it easier to find the types of candidates you’re looking for. We also use work history as part of the predictive model for the NCI recommendations, making this section particularly useful. Remember that the fewer fields you mark as required and visible, the more likely a candidate is to complete and submit their application, so consider this as you customize your process.

You can also ask candidates to log back into the system and complete more sections of their profile at later stages in the process. For example, if you do not list references as part of the application, you can later direct candidates who are invited to final interviews to log into their Nimble dashboard, and fill in the references section on their profile. You might even build these asks into your email templates so that they are taken care of automatically.

In this section, you can associate sets of questions that you have already created with the position. To learn more about Nimble's question sets functionality, refer to our dedicated article here.

When customizing your job posting, you also have the option to create custom questions under the Questions for Candidates section. There are several question types to choose from. One such question type is the Nimble question. Co-developed with our research partners, this question bank includes teacher screening questions that we leverage as part of the Nimble Score.

Most of these question types are straightforward, but there are a few items worth noting. For the multiple choice question type, you can decide whether you’d like single-select or multi-select options.

You can also request additional attachments here as well. Note that if you require multiple versions of the same attachment type, you’ll need to add that attachment multiple times. For example, if you require three letters of recommendation, you’ll want to add three attachment questions, one for each required letter. With attachments, you can provide additional explanatory text to help candidates navigate the specifics of what you’re asking for.

Adding a school preference question is a great way to allow candidates to select and identify which schools they are interested in within a pooled posting. When you add the school preference question and select “automatic list,” any schools that have been tagged to the job posting and have a current unfilled vacancy will show up as an option for candidates to select from.

When a school preference has been added to the application process, candidates can select one or more schools they’re interested in, and they can also note whether they are interested in learning about other opportunities that may arise throughout the hiring season.

The school preferences question is a great option to add to a pooled posting to help principals decide which candidates to reach out to. Remember that if you select “automatic list” when adding the question, your list of schools for candidates to select from will be updated in real time as vacancies are added and filled. If you’d rather designate the list yourself, you can turn that toggle off, and select a static list for candidates to choose from.

Finally, the video question allows candidates the ability to share a link to a teaching demonstration video. We recommend using this question on teacher postings where you might want the candidate to include a teaching demo as a part of the application process. As with the attachment question, you can add special directions for the candidate on this question type as well.

If you’d like to specify a shorter application process for internal transfers (or current employees) you can turn on the toggle below the benefits section called “Specify application experience for internal candidates.” From there, you can determine which application sections are visible and required for internal versus external candidates.

Select Scorecards

In the Select Scorecards section, you can determine which interview scorecards will be associated with this posting by default. Thus, when a user conducts an interview associated with this role, they will have access to the selection of scorecard templates pre-determined on the job posting.

You can select one or more scorecards by checking the checkbox in the left column. You will then see the selected scorecard checked and listed in the right column, under "assigned scorecards."

Another point worth noting is related to our job board integrations. When candidates apply to your jobs directly through Indeed and ZipRecruiter, the custom questions that you add to the application process will be shown in those platforms. If they are required in Nimble, they will also be required in Indeed and ZipRecruiter. However, the application sections aside from Resume — things like work history, credentials, etc — cannot be filled in through the integration. If any of these sections are essential to your screening process, we recommend that you add an applicant status reserved for incomplete applications, and use a bulk email to direct those candidates who have applied through Indeed or ZipRecruiter to log into Nimble and complete the required application sections on their profiles such as credentials, professional references or work history.

Finally, you can add internal notes to your posting at the bottom of the page. This section is only visible to District Admins users and above and is most often used to capture information like who this position might be replacing, salary range, and/or other job-specific details. If you merge a job request into an existing posting, the notes from that job request will also be preserved here.

When you are ready, you can preview the job by clicking save & preview at the top of the page.

As indicated by the "draft" label in the header, the job will remain in draft mode until you click the "Post Job" button. This is even true if you are making changes to a previously active job — leaving the job on this page will take it out of active status and into draft status. Once you are satisfied with your preview, you can then click "Post Job". Only then will the job become active.

If you have any further questions about the job posting process, feel free to contact us any time at support@hirenimble.com.