HigherMe Job Templates is a tool that allows you to control consistent job posts across your organization. Once these are created, your selected users can edit details that will reflect across all locations in one centralized tool.
Job Title and Payroll Title
How you title your job is a very important decision. It might seem small, but this can affect your candidate flow positively or negatively for a variety of reasons:
- Candidates search for familiar terms when they look for jobs. Therefore using a simple term like “Cook” is much more likely to get you results thank something like “Rockstar Culinary Pro.”
- Our Job Board Partners use job titles to judge your jobs. Job boards want consistent titles on their sites, and don’t like titles that try to get more attention to the same job as others. So, don’t be tempted to use a title like “$500 Bonus for Servers!,” as it’s likely to hurt more than help you.
- Internal Branded Titles should be kept for internal hiring purposes. It’s awesome for company culture to call your Host position “Hospitality Professionals,” but it won’t help your candidate results. Keep it simple so job seekers can quickly identify your job for what it actually is!
If you have internal titles for your jobs that are different from what you advertise them as, this is a good place to record that.
This will especially come in handy if you’re using our Paperless Onboarding Module!
Category & Management
These next two fields are there to help HigherMe categorize your jobs correctly, so tell us how each of these fields matches to your job.
Choose one of 16 categories for your job, like “Kitchen Staff” or “Customer Service”.
Don’t see what you need? Mark your job as “Other.” Not to worry, this list is only internal to HigherMe and doesn’t affect the way your jobs are categorized on our partner sites.
Choose a simple “Yes” or “No” to let us know if this is a management role. Again, this is only used internally at HigherMe, is not shown to candidates or shared with our partner sites.
Video Cover Letter
Want to get to know your candidates before you even make a first phone call? Use these options to choose your requirements for a Video Cover Letter.
Is a video cover letter required for this role?
- Yes - We will require a video cover letter to submit an application. Use this option sparingly, as not all candidates will be willing to complete this step
- No - This is our default suggestion. We will give candidates the option to leave you a video cover letter, but it is not required
- I don’t want to ask for a video at all - We will not show candidates the option to leave you a video cover letter. This will shorten your application process for all candidates
Job Type and Pay
Is this job full-time or part-time?
This information is shown to candidates. Let job seekers know if this role is “Full-Time,” “Part-Time” or “Both” if the job schedule is variable.
Publishing a wage on your job is a great strategy to getting more candidates to apply. We offer several ways to advertise your job wage.
- Exactly - This job pays no more or less than this number
- Starting At - This job starts at this number and has opportunities for advancement
- Up to - This job can pay up to this number based on experience
- Range [Suggested Choice!] - This job pays between these two numbers based on experience.
Must have either ‘per hour’ or ‘per year’ selected. Be sure to check that your $ amount matches this choice.
Would you like to publish this job?
This selects the visibility of the job on your career page.
- We default to “Yes, publish this job,” which makes it available to applicants immediately.
- “No, keep it unpublished” is best for cases where you want to have the job ready for when you need it.
- Jobs set to ‘unpublished’ can be set to Active from the Locations page as needed.
- “Save as Draft” will save your work in your Templates dashboard, but it will not be available to candidates, or to your managers.
Job Summary and Requirements
The Job Description field is, in many ways, the most important, because this is where you can engage candidates with details about the role and your company.
Click here for best practices about writing job posts to attract top talent!
The Job Requirements field generates a bulleted-list of the necessary skills to do the job as you write them.
We recommend between 5 to 10 requirements. Be sure to list any required job skills, and most importantly, any licenses or certifications that are required or highly desirable from your candidates.
This field is brought over from your Brand page, which the HigherMe team sets up on your behalf when the account is first created. This field includes your Brand description and details. You may customize this field if you would like to, but don’t need to.
This section allows you to audit the deployment of job templates to a specific group of locations (i.e. departments, regions, or even an entire organization).
Note: Job Templates are deployed to certain locations at time of creation. Once a location is deployed, it cannot be pulled back, but our team can help you to hide any jobs that were incorrectly deployed. Please contact us at email@example.com if you have questions about your job template deployments.
Here, you will be able to set the desired working hours for each role.
Candidates’ hours of availability will be scored against these required hours, so you will be able to tell which applicants are more suitable for each role. Click here for a more detailed overview of this scoring feature.
In an effort to screen better applicants, you can create customized questions relevant to the role. You will also be able to:
- Select desired answers for each question, with different question types (multiple choice, yes/no, text answer)
- Rank the importance of each question, which allows certain questions to carry more weight for our FitScore algorithm, ultimately helping you determine the right applicant for the role
- Pick from a list of suggested questions aligning with industry best practices
Click here for a more detailed overview of this scoring feature.
Finally, you will be given the ability to determine the importance of each criteria to calculate candidates’ scores with FitScore. Those criteria categories are:
- Assessment Matching (answers to screening questions)
If there are certain criteria that are more or less important than others, you will be able to set them here, ultimately appropriately scoring candidates who are not qualified.