1. Recruiting Posting Feature Enablement
Decision: Will your company use the Recruiting Posting feature to centrally manage and automate job postings across multiple boards?
Why it is critical for implementation: Enabling Recruiting Posting centralizes job advertisement, saves recruiter time, reduces manual errors, and ensures urgency jobs are posted promptly to multiple sources.
Example: A recruiter with a high volume of positions uses Recruiting Posting to distribute openings in multiple languages to international boards in one workflow.
2. Selecting Job Board Types and Channels
Decision: Will you utilize free job boards, paid job boards, school job boards, or a combination of these channels for job postings?
Why it is critical for implementation: Choosing the types of job boards supports your talent strategy, controls costs, and can help reach your intended audience (e.g., entry-level talent through school boards or specialized talent through premium boards).
Example: An organization may opt to post entry-level internships on free school job boards, but use paid, niche boards for specialized IT positions.
3. Job Board Marketplace and Integration Management
Decision: How will you select, add, and maintain integrated job boards from the Job Board Market Place, and who is responsible for managing these connections?
Why it is critical for implementation: Proper selection and management of job boards ensures that job postings are reaching the best-fit candidates, remain up-to-date, and leverage integrated capabilities for streamlined posting and monitoring.
Example: The talent acquisition team reviews the integrated job board catalog quarterly to add new boards and retire underperforming ones.
4. Agency Portal Utilization
Decision: Will your organization use the Agency Portal to manage recruitment agencies, and if so, which roles will be responsible for setting up and maintaining agency access?
Why it is critical for implementation: Using the Agency Portal streamlines collaboration with external agencies, ensures agency-submitted candidates are tracked properly, and provides a single point for communication and compliance.
Example: A healthcare organization relies on agencies for hard-to-fill roles, so they enable the Agency Portal and HR operations configures secure access for selected agencies.
5. Agency Agreement and Compliance Configuration
Decision: What agency agreements, terms, and compliance requirements need to be configured and displayed to agencies during candidate submission?
Why it is critical for implementation: Clearly defining and displaying agency agreements ensures all agency partners are aware of your organization’s expectations, legal requirements, and candidate data handling policies, reducing the risk of disputes and ensuring regulatory compliance.
Example: The recruitment team configures a mandatory agency agreement text in the Agency Portal, requiring agency users to accept the terms (including GDPR compliance and fee agreements) before they can submit candidates to any job posting.