To create a job ad:

When creating a new job ad, you’ll be asked to enter details about the role, how it’s advertised, and how applicants are assessed.

These fields define the core information shown to applicants.

Title

The job title as it will appear on the job ad.

Position

The internal position this role relates to. This helps link the hire to the correct role later in the hiring process. This only shows if your account uses positions.

Location

The location where the role is based.

Pay

The pay shown on the job ad. If you’re connected to Indeed, you’ll see Minimum Pay, Maximum Pay (optional) and Pay Type instead.

More detailed pay information (such as exact rates) can be entered later when completing the hire.

Select the employment type for this role:

This helps applicants understand the nature of the role before applying.

Control who can see and apply for the job.

You can add screening questions to help assess applicants. Under Additional Questions, you’ll either see the questions from your defaults or template, or a dropdown to choose a form. Forms can include question types such as multiple choice, text, date, number and file, photo or video upload.

Example questions:

To change the questions, open Screening Criteria after the job ad is created.

You can format the job description using:

This allows you to present the role clearly and professionally.

Control whether the job is currently accepting applications.

Accepting applicants

When ticked:

When unticked:

Set an optional Expiry Date (US: Expiration Date) for the job ad.

While accepting applicants, the job will be accessible from your public jobs page (if set to Public).

Under Rejection criteria, you can automatically reject applications whose home address is outside a set distance from the job location. Distance is measured in a straight line from the candidate’s home address to the job location.

This requires the Home address application form field to be enabled.

To set it up:

The distance is always in kilometres. Applications from candidates further away are automatically moved to Rejected before anyone reviews them. If the Application Rejected email is on, they’re sent it. Candidates whose address can’t be located aren’t rejected. On an existing job ad, this setting is under Screening Criteria.

Relevance ranking scores every submitted application automatically, so you can focus your review on the strongest matches first.

To use it, write a few lines of free-text criteria describing what you’re looking for. On a new job ad, this is on the create form. On an existing job ad, edit the job and open Screening Criteria.

For example: “3+ years in a supervisory role, comfortable working weekends, strong customer service background.”

Every application submitted against the job is then scored into one of these tiers:

Alongside the tier, each candidate gets a one-line reason and a breakdown against the 3-5 most important criteria implied by what you wrote, so it’s clear why they landed where they did.

The applications list gains a relevance column and a sort by relevance, so you can start reviewing from the strongest matches down.

To share a new job ad once it’s been created:

You can share the job ad to Facebook or LinkedIn, create a QR code, or send it through your account’s Communications feature. Internal only job ads can’t be shared this way. Employees see them in the mobile app.

Once public, your job ad will appear with the role details, description, and screening questions you’ve configured. Anyone with the link can enter their details and apply.

You can also advertise the vacant role via a QR code.

To do so:

More customisation is available with external QR code tools. If you’d like to use these external tools, click the Want to customise the design? button and copy the unique code for the job ad.

When you’ve already got a candidate in mind, you can text them a link to your careers page, where they can see your open jobs and apply.

To do so:

The Interviewer Availability section is where you create time slots that candidates can use to schedule their interviews. Until availability is added, candidates will not be able to book an interview.

To add availability, go into the job ad, open Interviewer Availability and click Add Interviewer Availability. The following fields will appear:

Select one or more staff members who will be conducting the interview.

Choose how long each interview should run: 15 minutes, 30 minutes, 1 hour, 1.5 hours or 2 hours.

This determines:

For example, a 30-minute duration will create 30-minute interview slots.

Set how many candidates can be booked into the same interview time.

Enable Recurring Schedule if this availability should repeat weekly.

This is useful for setting regular interview times, such as every Monday and Wednesday.

For a recurring schedule, choose the days of the week this availability applies to. For a one-off time, choose the Date instead.

Set the time window interview slots will be created within.

Interview slots will be generated automatically within this range based on the interview duration.

Add optional notes that candidates will see after they schedule an interview.

Use this field to include:

These notes are visible to candidates and should not include internal-only information.

Once all details are entered:

After interviewer availability is created:

To learn more on how to schedule interviews, refer to this guide.