Mekari Talenta provides a supporting application called New Talenta Recruitment to support the recruitment function in a company. In this section, you will learn the steps to add a new job vacancy for your company. This process starts with filling in the job details, applicant form, hiring stage, hiring team, and ends with managing publication settings. Learn more in the following steps.

A. Job Details

The first step in adding a job vacancy is to create the job details or Job Details. Here are the steps.

1. Go to the Job listings menu.
   

2. Click “Create job listing”.
   

   Important
   If you subscribe to the Ultimate Hire package, you can access the AI Candidate Scoring feature. Therefore, completing the Job posting data thoroughly will significantly affect the AI score results.

3. Then, you will be directed to the Job details form page below. Start by filling in the General information which includes job information such as job title, work location, salary, and more. Here’s the explanation.
   

   No.	Feature Name	Description
   1	Job position	Specify the job position being opened at your company. You can also add new job positions in Job position settings.
   2	Job listing title	Optionally, you can write the job name that will be displayed on your job portal or career page. This name can differ from the previously filled Job Position. This feature allows recruiters to display a more attractive and relevant job title for candidates without affecting the internal company data structure or reporting.
   3	Branch location	Specify the job location. You can also add new job locations in Branch settings.
   4	Province	Select one province for this job vacancy (optional).
   5	City	After filling in the province, city options will appear for you to choose. This field is optional and only needed if you select a Province.
   6	Organization	Specify the type of organization. You can also add a new organization in Organization settings.
   7	Employment type	Choose the employee status type you want to recruit. You can also add new employee status types in Employment settings.
   8	Workplace type	Select the type of work you want to offer.
   9	Headcount needed	Enter the number of Headcount or employees needed. You can check Show headcount needed on the career page to display the headcount number to potential candidates. If you do not want to display it, leave it unchecked.
   10	Salary range	Enter the Salary range amount. You can check Show salary range in career page to display the salary range to candidates. If you do not want to display it, leave it unchecked. You can change the currency by clicking the “down arrow” icon next to the currency.
   11	Salary description	Enter an explanation about the salary range you have listed.

4. Next, fill in the Job Information consisting of Description, Requirements, Benefits, and Job summary.
   

   No.	Feature Name	Description
   1.	Description	You must provide a description of this job vacancy with a maximum of 2500 characters. You can use text formatting on the toolbar available in this field to format the text, such as bold, italic, bullet points, and numbering.
   2.	Requirements	You must provide the requirements for applying to this job vacancy with a maximum of 2500 characters. You can use text formatting on the toolbar available in this field to format headings, bold, italic, links, text color, bullet points, and numbering.
   3.	Benefits	You must provide the benefits or perks candidates will receive if they are accepted for this job position with a maximum of 2500 characters. You can use text formatting on the toolbar available in this field to format headings, bold, italic, links, text color, bullet points, and numbering. Check “Benefits on career page” to display this section on the career page. For JobStreet, this section must be displayed.
   4.	Job summary	Provide a brief summary of this job vacancy with a maximum of 150 characters.

5. Then, under Experience & qualifications, complete the data including Education, Experience level, Minimum experience (in years), Gender, and Age range (minimum to maximum).
   

   No.	Feature Name	Description
   1	Education	Enter the minimum education requirements for the candidate.
   2	Experience level	Enter the required work experience level for the candidate.
   3	Minimum experience	Enter the minimum duration of work experience required for the candidate.
   4	Gender	Enter the candidate’s gender.
   5	Age range	Enter the minimum and maximum age limits for the candidate.

6. Then click “Continue” to proceed to creating the Job listings and move on to the applicant form step.
   

   You can also click “Save as draft” if you want to postpone filling out the Applicant form.

B. Applicant form

After filling out the Job details, you will continue to set up the Applicant form. There are types of fields in the form, including Paragraph, Short Answer, Yes/No, Dropdown, Multiple Choice, Date, Number, and File Upload. Here are the detailed steps.

Important
If you subscribe to the Ultimate Hire package, you can access the AI Candidate Scoring feature. Therefore, thoroughly completing the Job posting data will significantly affect the AI score results.

1. In Personal information, you can determine which fields will appear and are mandatory on the recruitment page. Check Mandatory if the candidate must fill out that field and click the toggle button Enabled/Disabled to show or hide the field on the form.
   

   By default, the system sets the fields First name, Last name, and Email address as Enabled and Mandatory, which cannot be changed.

2. Next, you can also determine which fields will appear and are mandatory on the recruitment page under the Identity & address section. Check Mandatory if the candidate must fill out that field and click the toggle button Enabled/Disabled to show or hide the field on the form.
   

   By default, the system sets the field NIK (NPWP 16 digits) as Enabled and Mandatory, which cannot be changed.

3. In the Identity & address section, check Mandatory if the candidate must fill out that field and click the toggle button Enabled/Disabled to show or hide the field. Candidates can enter more than one entry in each field here.
   

4. In the Compensation and Attachment sections, you can also determine which fields will appear and are mandatory for candidates. Check Mandatory if the candidate must fill out that field. Click the toggle button Enabled/Disabled to show or hide the field on the form.
   

   By default, the system sets the Resume field as Enabled and Mandatory, which cannot be changed.

5. Then, you can add questions that candidates need to answer by clicking “Add question”.
   

   In this case, you cannot delete or undo questions that candidates have already answered.

6. Enter the question in the field below with a maximum of 200 characters. Choose the answer type that candidates must provide. If this question is mandatory, you can check ‘Set as required’.
   

   - Specify the Answer type or type of answer candidates can provide. You can choose from Paragraph, Short Answer, Yes/No, Dropdown, Multiple Choice, Date, Number, and File Upload.
   
   - For example, if you choose multiple choice, you can add options by clicking “Add option”, then fill in each option’s answer. You can delete an option by clicking the “-” icon and reorder options by clicking the “six dots” icon. To add an option for other reasons, click “Add other”.
   
   - You can reorder questions by clicking the “six dots” icon. Also, you can delete a Custom Question field by clicking the “-” icon.

7. You can integrate the New Talenta Recruitment Applicant Form feature with New Joiner for use if an employee passes recruitment by checking Map to employee custom field. Learn more here.
   

8. Next, click “Continue” to proceed to the Hiring stage step.
   

   You can also click “Save as draft” if you want to postpone filling out the Applicant form.

C. Hiring Stage

The next step is to review the Hiring stage or recruitment stages. Here’s the explanation.

Important
You can edit the Hiring stage through the Settings page.

Hiring stages customized on the Settings page will appear as follows:

Here are the steps if you want to add detailed processes to the In process Hiring stage:

1. When candidates enter the recruitment process (pipeline), you can set automation features for the following.
   

No.	Button Name	Description
1	Enable assessment	Activate this feature to automatically send assessment tests when candidates reach the Assessment stage. Then, select the desired test type in the Assessment Name field.
2	Auto-reject by AI score	If you are a Ultimate Hire subscriber, you can access the Auto-reject by AI score feature. With this feature, AI automatically analyzes the suitability of a candidate’s skills and profile with the job listing they applied for. This analysis is represented as a score from 0-100 based on the candidate’s data matching the job listing. Factors used to calculate this score include job description, job requirements, and candidate information such as formal and informal education, work experience, gender, estimated salary, and age. The higher the score, the better the candidate fit. If a candidate’s score is below a certain threshold, you can use the Auto-reject low-scoring candidates feature to automatically reject those candidates. When you activate this feature, the following sidebar appears. 1. Auto-reject when AI candidate score is less than: Set the minimum candidate score to avoid AI auto-rejection (required). 2. Rejection reason: Describe the reason for candidate rejection (required). 3. Notify candidate via email: Check if you want the system to send a rejection notification to the candidate’s email. 4. Additional notes: Add specific notes in the email content (optional). 5. Preview email: Click to view a preview of the notification email. Click “Save” once the Auto-reject by AI score settings are correct. The activated feature will appear as follows. You can click “Manage” to change the settings.
3	Auto-reject by test score	After candidates complete the assessment test, you can use the Auto-reject by test score feature to automatically reject candidates scoring below a set threshold. This feature helps recruiters save time by eliminating candidates who do not meet criteria without manual review. 1. Reject candidates if their assessment score is below: Set the minimum assessment score. For example, if you choose 80%, candidates scoring below 80% will be automatically rejected. 2. Rejection reason: Describe the reason for rejection (required). 3. Send automated rejection email: Check if you want the system to send a rejection email to the candidate. 4. Personalized notes: Add specific notes in the email content (optional). 5. Preview email: Click to view a preview of the rejection email. Click “Save” once the Auto-reject by test score settings are correct. The activated feature will appear as follows. You can click “Manage” to change the settings.

2. Next, you can see the Screening Stage according to the flow you have applied. Stage 1 is Candidate review, where you can review candidates manually or use the Auto-reject by AI score feature.
   

3. Click “Add process” if you want to apply a specific process after the review.
   

4. Then, you can add Assessments and/or Interviews.
   

5. In the Assessments process, you can select the type of test candidates will take. You can add more than one stage and detailed Assessments by clicking “Add stage”.
   
    

   Enable the Assign assessment to this stage feature if candidates will take a test at this stage. Then, select the Assessment name.
   

6. In the Interviews process, you can select the type of interview according to your company policy that candidates will undergo. You can add more than one stage and detailed Interviews by clicking “Add stage”.
   
    

   Enable the Assign assessment to this stage feature if candidates will take a test at this stage. Then, select the Assessment name.
   

7. You can also reorder stages by dragging the cursor on the ‘six dots’ icon as shown below.
   

8. Next, in the Offer & Hire section, you can only view the information and cannot change the details displayed.
   

9. Once you finish reviewing and adding processes in the Hiring stage, you can proceed to the Hiring team step by clicking “Continue”.
   
    

   You can also click “Save as draft” if you want to postpone filling out the Hiring stage.

    

D. Hiring Team

The next step is to determine the Hiring team or recruitment team. Here’s the explanation.

Important
You can invite employees to be part of the recruitment team by clicking “Go to users settings”.

1. At this stage, click “Select employee name” to select more than one employee who will take on the roles of Recruiter, Hiring Manager, and Interviewer.
   

   No.	Role Name	Description
   1	Recruiter	Recruiters can move candidates, act as evaluators, and send job offers.
   2	Hiring Manager	Managers can act as evaluators for the job position and decision-making process.
   3	Interviewer	Interviewers can be assigned to conduct interviews for this job position.

2. Once you finish selecting employees for the Hiring team, you can proceed to managing the Publication Setting by clicking “Continue”.
   

   You can also click “Save as draft” if you want to postpone filling out the Hiring team.

E. Publication Settings

This is the final step in creating a Job listing. In this step, you will learn how to upload a Job listing starting from setting the Publication closing date and Publication platform that you can manage before uploading the Job listing. Here’s the explanation.

1. You can set the job application closing date by clicking “Select date”. You can also check "No closing date" if the job application has no deadline or check "Automatically close the job" to automatically close recruitment once qualified candidates are found. You can also check "Candidates can upload and parse their resumes" so candidates can upload and you can parse their CVs.
   

   - The option Candidates can upload and parse their resumes is only available in the Ultimate Hire package.
   - CV/Resume parsing is an automated process that reads, extracts, and converts data from CVs (such as name, contact, work experience, education, and skills) into a structured format within recruitment systems like Mekari Talenta Recruitment. This feature saves recruiters from manually entering candidate data, making the selection process faster and more efficient.

2. You can also check “Restrict to one application per candidate” to prevent candidates from applying multiple times for the same job using the same email. Then, you can set the time before candidates can reapply for the same position in the two fields under Re-application period.
   
    

   - Choose “Never” if candidates can only apply once. If you choose “After a set period”, candidates can reapply for this job listing after the set period.
   
   - If you choose After a set period, you can specify how long before candidates can reapply for this job listing.
   

3. You can also select the job portal platform to upload the job vacancy, such as Career page, LinkedIn, or JobStreet.
   

4. Then click “Publish” to upload the entire Job listing you have created.
   

   You can also click “Save as draft” if you want to postpone completing the form.

5. Then, you can click “View in platform” and select Job details to go to the job listing details page. Or select Career page to go to the company’s Career page website.
   

6. Additionally, you can go to the Job listings page to view the list of successfully uploaded job vacancies.
   

   Here you can perform activities such as View details (view detailed Job listing data), Add hiring team (if you have not added a Hiring team), View in career page (preview on the career page), and Share.
   

That concludes the steps for creating Job listings on New Talenta Recruitment. Next, you can learn how to manage Job Listing information on New Talenta Recruitment.