Mekari Talenta provides a supporting application, namely New Talenta Recruitment, to support recruitment functions in a company. In this section, you will learn the steps to add a new job vacancy for the 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 will significantly affect the results of the AI score.

3. Then, you will be directed to the Job details form page below. Start by filling in the General information, which consists of job information, from the job title, work location, to salary, and others. Here is the explanation.
   

   No.	Feature Name	Explanation
   1	Job position	Determine the job position that is open in your company. You can also add a new job position 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 be different from the Job Position filled previously. With this feature, recruiters can display more attractive and relevant job titles for candidates without affecting the data structure or internal company reporting.
   3	Branch location	Specify the job location. You can also add a new job location in Branch settings.
   4	Province	Select one province for this job vacancy.
   5	City	After filling in the province, city options will appear for you to select.
   6	Organization	Specify the type of organization. You can also add a new organization in Organization settings.
   7	Employment type	Select the employee status type you want to recruit. You can also add a new employee status type 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 so that the headcount number is displayed to prospective employees. If you do not want to display it, you do not need to check it.
   10	Salary range	Enter the Salary range amount. You can check Show salary range in career page so that the salary range is displayed to prospective employees. If you do not want to display it, you do not need to check it. You can change the currency by clicking the “down arrow” icon next to the currency.
   11	Salary description	Fill in the explanation about the salary range you have listed.

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

   Describe the job description, requirements, benefits, and summary that you will offer to prospective employees in each column with a maximum of 2500 characters.

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

   No.	Feature Name	Explanation
   1	Education	Fill in the minimum education requirement that the candidate must have completed.
   2	Experience level	Fill in the required work experience level of the candidate.
   3	Minimum experience	Fill in the minimum duration of the candidate's work experience.
   4	Gender	Fill in the candidate's gender.
   5	Age range	Fill in the minimum and maximum age limits for the candidate.

6. Then click “Continue” to proceed to the next step of creating the Job listings by filling in the applicant form.
   

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

B. Applicant form

After filling in the Job details, you will proceed to the Applicant form settings. There are column types in the form, namely 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, completing the Job posting data will significantly affect the results of the AI score.

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

   The system by default sets the columns First name, Last name, and Email address as Enabled and Mandatory which cannot be changed.

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

   The system by default sets the column 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 in that column and click the toggle button Enabled/Disabled to show or hide that column. In this section, candidates can enter more than one data in each column.
   

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

   The system by default sets the Resume column as Enabled and Mandatory which cannot be changed.

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

   In this case, you cannot delete or cancel questions that have already been filled in by candidates.

6. Fill in the question in the following column with a maximum of 200 characters. Choose the answer type that candidates must respond to. If this question is mandatory, you can check ‘Set as required’.
   

   - Determine the Answer type that candidates can answer. You can choose 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 options by clicking the “-” icon and change the option order by clicking the “six dots” icon. To add an option for other reasons, click “Add other”.
   
   - You can rearrange the questions by clicking the “six dots” icon. Also, you can delete the Custom Question column by clicking the “-” icon.

7. You can integrate the New Talenta Recruitment Applicant Form feature with New Joiner for cases when employees pass recruitment by checking Map to employee custom field. Learn more here.
   

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

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

C. Hiring Stage

The next step is to check the Hiring stage, or recruitment stage. Here's an explanation.

Important
You can make edits to the Hiring stage via Settings.

The customized hiring stage on the Settings page will look like this:

The following are the steps if you want to add process details to the Hiring stage In process :

Once a candidate has entered the recruitment process (pipeline), you can set up automation features for the following things.

No.	Button Name	Description
1	Enable assessment	Enable this feature to automatically send assessment tests when candidates enter the Assessment phase . Next, select the desired test type in the Assessment Name field .
2	Auto-reject by AI score	If you are an Ultimate Hire customer, 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 for the job listing. The analysis is presented as a score from 0-100 based on the match between the candidate's data and the job listing. Factors used to calculate this score include the 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's match. If a candidate's analysis score falls below a certain value, you can utilize the Auto-reject low-scoring candidates feature so that AI can automatically reject the candidate. When you activate this feature, the following sidebar appears. 1. Auto-reject when AI candidate score is less than: Determine the minimum score required for a candidate to avoid AI auto-rejection (required). 2. Rejection reason: Describe the reason why the candidate was rejected (required). 3. Notify candidate via email: Check if you want the system to send a rejection notification to the candidate's email address. 4. Additional notes: Add specific information to the email (optional). 5. Preview email: Click to preview the notification email. Click "Save" if the Auto-reject by AI score settings are correct. The activated feature will now appear as shown below. You can click "Manage" to change the settings.
3	Auto-reject by test score	After a candidate completes the assessment test, you can utilize the Auto-reject by test score feature to automatically reject candidates whose scores fall below a predetermined threshold. This feature saves recruiters time by eliminating candidates who don't meet the criteria without requiring manual review. 1. Reject candidates if their assessment score is below: Determine the minimum score for a candidate's assessment. For example, if you choose 80%, candidates with assessment scores below that will be automatically rejected. 2. Rejection reason: Describe the reason why the candidate was rejected (required). 3. Send automated rejection email: Check the box if you want the system to send a rejection email to the candidate's email address. 4. Personalized notes: Add specific information to the email (optional). 5. Preview email: Click to preview the rejection email. Click "Save" if the Auto-reject by test score settings are correct. The activated feature will look like this. You can click "Manage" to change the settings.

2. In the next section, you'll see the screening stages according to the process you've implemented. Stage 1 is candidate review, which you can review independently or with the help of the Auto-reject by AI score feature.
   

3. Click "Add process" if you want to apply a certain process after the review.
   

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

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

   Activate the "Assign assessment to this stage" feature if the employee is taking a specific test at this stage. Then, you can select the assessment name.
   

6. During the Interviews process, you can select the type of interview that candidates will undergo, according to your company's policies. You can add more than one stage and interview details by clicking "Add stage".
   
   

   Activate the "Assign assessment to this stage" feature if the employee is taking a specific test at this stage. Then, you can select the assessment name.
   

7. You can also swap the stage order by placing your cursor on the 'six dots' icon as shown below.
   

8. Next, in the Offer & Hire section, you can only view this information and cannot change the information listed there.
   

9. If the checking and adding processes at the Hiring stage have been completed, you can proceed to the Hiring team filling stage by clicking "Continue".
   

   You can also click "Save as draft" if you want to delay filling in the Hiring stage.

D. Hiring Team

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

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

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

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

2. If the employee selection in the Hiring team stage is complete, you can proceed to manage the Publication Setting by clicking “Continue”.
   

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

E. Publication Settings

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

1. You can set the closing date for the job posting by clicking “Select date”. Additionally, you can check "No closing date" if the job posting has no time limit or you can check "Automatically close the job" to automatically close recruitment when a candidate meets the requirements. You can also check "Candidates can upload and parse their resumes" so that candidates can upload and you can parse their CVs.
   

   - The Candidates can upload and parse their resumes option is only available in the Ultimate Hire package.
   - CV/Resume parsing is an automatic process to read, extract, and convert data from CVs (such as name, contact, work experience, education, and skills) into a structured format within recruitment systems like Mekari Talenta Recruitment. With this feature, recruiters do not need to enter candidate data manually, making the selection process faster and more efficient.

2. Additionally, you can 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. 
   
    

   - You can select “Never” if candidates can only apply once. If you select “After a set period”, candidates can apply again for this job listing .
   
   - If you select After a set period, you can specify how long candidates must wait before applying again for this job listing.
   

3. You can also select job portal platforms to upload job vacancies, such as Career page, LinkedIn, or JobStreet.
   

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

   You can also click “Save as draft” if you want to postpone completion.

5. Then, you can click “View in platform” and select Job details to go to the job vacancy 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 see the list of job vacancies that have been successfully uploaded.
   

   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 to create Job listings on New Talenta Recruitment. Next, you can learn how to manage Job Listing information on New Talenta Recruitment.