1. Defining Job Requisition Fields
Decision: What fields should be included in the job requisition template to support business processes and site functionality?
Why it is critical for implementation: Carefully selecting and defining job requisition fields ensures that all necessary data is captured for posting, compliance, candidate management, search filters, and analytics.
Example: An organization includes fields for job title, department, location, and hiring manager to ensure postings are accurate, searchable, and compliant with reporting requirements.
2. Planning Data Mapping Strategy
Decision: How will job requisition fields be mapped to Recruiting Marketing and Career Site Builder fields?
Why it is critical for implementation: Proper data mapping ensures consistent and accurate data flow between Recruiting Management and external/internal career sites, supporting efficient job posting and reporting.
Example: The HR team works with IT to map the "Job Location" field in Recruiting Management to the location field in Career Site Builder for accurate display and filtering.
3. Configuring Brands and Layouts
Decision: What brands need to be configured, and how will layouts, colors, and content differ across brands and locales?
Why it is critical for implementation: Setting up multiple brands allows organizations to provide a tailored career site experience for each subsidiary or business unit, which can enhance employer branding and candidate engagement.
Example: A global company creates separate brands for its retail and corporate divisions, each with unique colors, logos, and homepage content suitable for their audiences.
4. Managing Brand-Specific Content and Localization
Decision: How will brand-specific headers, footers, and localized content be managed and who will be responsible for updates?
Why it is critical for implementation: Consistent management of brand and locale-specific content ensures that candidates see relevant information in their region or language, supporting a positive candidate experience and compliance with local requirements.
Example: The organization assigns the marketing team to create and maintain English and French versions of the homepage for Canadian and US brands, including localized headers and footers.
5. Enabling and Configuring Job Location Generic Object
Decision: Will the Job Location Generic Object be enabled, and what location-based variables will be defined to support job search and posting?
Why it is critical for implementation: Enabling the Job Location Generic Object and defining appropriate variables enhances candidate job search functionality and supports accurate multi-location postings.
Example: The company enables the Job Location Generic Object and sets up metropolitan areas and location synonyms so candidates can search for jobs in "San Francisco Bay Area" or "Silicon Valley" interchangeably.