A job's profile is the central page for managing and editing all of its details, including the job's ads, hiring process, and candidates. It consists of several specialized components, each with a specific purpose within the hiring process.
The screens on this page reflect the view of a user with:
- a user role of Admin, Standard, or Extended; and
- a hiring team role of Hiring Manager, Recruiter, or Executive
in order to illustrate all functionality. Depending on your user type and hiring role for a job, your ability to view the job's details and take actions may differ, and you won't be able to see or use certain parts of the Job profile.
At the top of the page is the job summary. It contains the same high-level information as the job's entry in the Jobs list:
- Date created
- unique REFID, e.g., REF270Y
- Direct link to the job's default ad
- Job status
- Posting status and visibility, e.g., Public, Not Published. Click to view the job's ad(s).
If the job is currently published:
- Click Advertise to purchase paid posts on job boards.
- Click Share to share the job with coworkers and friends.
Open the More list for additional actions:
- Edit the job opens the Job Posting Wizard.
- Send to Agency opens the Send to Agency page.
- Cancel the job opens a confirmation pop-up that lists everywhere the job is currently published, and confirms that you'd like to unpublish and cancel the job.
- Make referrals opens the Referral portal.
- Share the job opens the Ask for referrals page.
- Unpublish opens the same confirmation as Cancel the job, but will not cancel the job once you confirm.
The candidate pipeline shows the number of candidates on the job and in each stage and step of your hiring process.
The major section correspond to candidate statuses, and apply to all jobs.
- Hover over one of the stages to see the steps at that stage in the job's hiring process,
- Click on a step or stage to filter candidates on the People tab.
The Sourcing tab helps you monitor and analyze the source of current candidates on the job, and get more candidates from the best performing sources.
At the top, the At-a-Glance widget displays:
- the Days Open count, which is the current active lifetime of the job.
Days open count
Days Open is calculated using the open dates of positions on the job, not the job itself, and is defined as:
the difference between the most recent hire date (or today's date, if no hires yet) and the earliest open date for positions on the job
Assume a job was posted on Feb 1st, 2017. This job has two open positions:
- Position 1 has an open date of Feb 6th, 2017.
- Position 2 has an open date of Feb 13th, 2017.
As of March 7th, 2017, no one has been hired for either position. Position 1 has the earliest open date, so:
Today's date - earliest position open date = Days open
Mar 7th - Feb 6th = 29 Days open
- the total number of applications received
- the number of candidates that made it to Interview stage
- The total amount spent on sourcing candidates for that job.
Applications by source
The Applications by Source chart illustrates the number of candidates from each default source type.
The Top Candidates widget lists the top three candidates with the highest average rating, and their current step in the hiring process. Click Compare to open the Candidate Comparison page and compare these candidates by reviews and scorecard results.
Under these widgets, SmartRecruiters will recommend three job boards that are predicted to yield the highest number of candidates. Like the Advertise your Job page, these recommendations are based on data from other SmartRecruiters customers who posted to those boards with a similar job title. Click Advertise to purchase a posting on that board, or Browse More to browse the Marketplace.
Below these are the Leaderboards, which can help you identify the best sources for the candidates who've applied so far.
There will be one leaderboard for each distinct Source in the Applications by Source widget, including:
- Referrals (employees, LinkedIn Referrals)
- Organic (job aggregators, career page)
- Agency (recruiters)
- CRM (LinkedIn Recruiter, integrations such as Entelo)
- Other (e.g., custom sources)
Each leaderboard lists:
- Number of applications sourced by source sub-types. For example, in the Referrals leaderboard, each employee who has referred candidates is listed by name and the number of referrals submitted.
- A sub-type's average rating here is determined by the average of individual ratings, provided by hiring team members, on the applications of candidates from that source.
The People tab lists all candidates and leads on the job. It's actually the local, job-specific version of the global People page.
- Search on the People tab to find specific candidates on the job. Candidates not assigned to this job will not show up in the results.
- Click Add candidate to manually add a candidate by uploading a resume.
Here, you can take actions on individual or multiple candidates:
- Message a candidate
- Share a candidate with other users in your account
- Invite the candidate to an interview
- Hire the candidate on the job
- Reject the candidate (with a Delayed RejectionDelayed Rejections)
- Reassign the candidate to another job
- Mark the candidate as withdrawn
- Delete the candidate (if you're an Admin user)
- Defer the candidate (on Corporate and Global Editions)
To take a mass action on multiple candidates (e.g., compare them), select them from the list and click Actions.
The Activity tab tracks important actions taken by the candidate and the job's hiring team. It's similar to Hireloop, but contains only events related to a specific job.
Each event is added chronologically, with the most recent at the top. The feed includes the following events:
- Scheduled interviews
- Reviews and ratings
- New members added to the hiring team.
- Job created
- Job published, or unpublished, with visibility and source
- Offer extended
- Assessment sent or completed
- Candidate applied, withdrew or was rejected
- New hire started
Job ad tab
The Job ad tab is where you can create new ads or edit current ads for the job. Each is listed with:
- URL for the ad
- Visibility (on Corporate plans)
- Date created
- Language of the ad
Click anywhere inside the container for each job to review its content or create a custom source for independently tracking candidates who apply through that ad.
Click Edit Job to open the Job Editing wizard and make changes to that specific ad.
- Edit the default ad to change all of the job's information. Some edits to the default ad, such as changing its brand, will propagate to its other ads.
- Edit an additional ad to make changes to only that ad.
There are two ways to create new ads for the job:
- Click Create additional job ad to copy over the job's details, hiring team, and location, but enter different text for the ad.
- Click Duplicate to copy over all of the ad's details into a new ad.
You can unpublish an additional ad without affect other ads. However, the default ad can't be unpublished independently. You'll need to unpublish the job to unpublish its default ad.
Job details tab
The Job details tab collects the job's details in three sections: headcount, custom candidate fields, and any internal notes added by the hiring team. On this tab, you can:
- Add additional positions to hire multiple candidates on the job.
- Add a custom job ID to track positions.
- Update general and company-specific information in candidate fields.
- Toggle the job as a template.
Click Edit in one of the three sections to change the job's details.
Hiring process tab
The Hiring process tab lets you review the steps in the job's hiring process, add/remove members of the hiring team, and build scorecards. On this tab, the hiring process is read-only, for reference purposes. To make edits, visit the Hiring process page of Settings / Admin.
Normally, a job creator selects the hiring team (and assigns their roles) when creating a job. After the job is created, anyone with full access to the job can add or remove members from the hiring team, and change the role of current members on the Hiring Process tab.
The last section of the Hiring Process tab is the Scorecard section. A major key to successfully rating, comparing, and selecting the right candidates is gathering feedback in a structured way, against a consistent set of criteria.
SmartRecruiters provides a list of default criteria from the Harvard Business Review that cover many of the critical skills that candidates need to succeed in various functions and industries:
You can assemble scorecards from these criteria, and add questions under each criteria to help your interviewers asses the candidate against them.