Mekari Talenta provides a supporting application, New Talenta Recruitment, to support recruitment functions within a company. In this section, you will learn the steps to add a new job vacancy for your company. This process starts with filling out 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. 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 impact the AI score results.

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

   No.	Feature Name	Description
   1	Job position	Specify the job position you are opening in your company. You can also add new job positions in the 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 previously filled Job Position. This feature allows recruiters to display a more attractive and relevant job title 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 the Branch settings.
   4	Province	Select a province for this job vacancy (optional).
   5	City	After selecting a province, city options will appear for you to choose from. This field is optional and only required if you select a Province.
   6	Organization	Specify the type of organization. You can also add a new organization in the Organization settings.
   7	Employment type	Select the employee status type you want to recruit. You can also add new employee status types in the Employment settings.
   8	Workplace type	Choose 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 prospective employees. If you do not want to display it, leave it unchecked.
   10	Salary range	Enter the Salary range. You can check Show salary range in career page to display the salary range to prospective employees. 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	Provide an explanation about the salary range you listed.

4. Next, fill in the Job Information which consists 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 the text formatting toolbar available in this field to format text, such as bold, italic, bullet points, and numbering.
   2.	Requirements	You must provide the requirements to apply for this job vacancy with a maximum of 2500 characters. You can use the text formatting toolbar available in this field to format headings, bold, italic, links, text color, bullet points, and numbering.
   3.	Benefits	You must provide the benefits candidates will receive if accepted for this position with a maximum of 2500 characters. You can use the text formatting 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 is required to be displayed.
   4.	Job summary	Provide a brief summary of this job vacancy with a maximum of 150 characters.

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

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

6. Then click “Continue” to proceed to the Applicant form stage.
   

   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 proceed to configure 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, completing the Job posting data thoroughly will significantly impact 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 the field, and click the toggle button Enabled/Disabled to show or hide the field on the form.
   

   The system defaults 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 Identity & address. Check Mandatory if the candidate must fill out the field, and click the toggle button Enabled/Disabled to show or hide the field on the form.
   

   The system defaults 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 the field, and click the toggle button Enabled/Disabled to show or hide the field. Candidates can enter more than one entry in each field.
   

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 the field. Click the toggle button Enabled/Disabled to show or hide the field on the form.
   

   The system defaults the field Resume 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 cancel questions that candidates have already answered.

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

   - Specify the Answer type that candidates can respond with. Options include Paragraph, Short Answer, Yes/No, Dropdown, Multiple Choice, Date, Number, and File Upload.
   
   - For example, if you select 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 reorder options by clicking the “six dots” icon. To add an "other" option, click “Add other”.
   
   - You can reorder questions by clicking the “six dots” icon. You can also delete a Custom Question by clicking the “-” icon.

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

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

   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 is the explanation.

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

The Hiring stage configured on the Settings page will appear as follows:

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

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 an assessment test when candidates enter the Assessment stage. Then, select the desired test type in the Assessment Name field.
2	Auto-reject by AI score	If you are an Ultimate Hire subscriber, you can access the Auto-reject by AI score feature. With this feature, AI automatically analyzes the suitability of candidate skills and profiles with the job vacancy (job listing) they applied for. This analysis is represented as a score from 0-100 based on the match between candidate data and the job listing. Factors considered include job description, job requirements, and candidate information such as formal and informal education, work experience, gender, expected 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 have AI automatically reject those candidates. When you enable this feature, the following sidebar appears. 1. Auto-reject when AI candidate score is less than: Specify the minimum candidate score to avoid AI auto-rejection (required). 2. Rejection reason: Describe the reason for rejecting the candidate (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 see a preview of the notification email. Click “Save” when the Auto-reject by AI score settings are correct. The activated feature will look like this. 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 who score below the 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 candidates. For example, if you set 80%, candidates scoring below 80% will be automatically rejected. 2. Rejection reason: Describe the reason for rejecting the candidate (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 preview the rejection email. Click “Save” when 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. Next, you can see the Screening stages 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 add 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 assessment details by clicking “Add stage”.
   
    

   - Enable the Assign assessment to this stage feature if candidates are to take a test at this stage. Then, select the Assessment name.
   
   “-” to remove a specific assessment stage.
    

   Important
   If you subscribe to the Psychometric add-on, you can include psychometric tests in the In Process - Assessment recruitment phase.
   

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

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

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

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

9. Once the review and process additions in the Hiring stage are complete, you can proceed to the Hiring team section 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. Here is the explanation.

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

1. At this stage, click “Select employee name” to select more than one employee who will take the role 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 make decisions.
   3	Interviewer	Interviewers can be assigned to conduct interviews for this job position.

2. Once you have selected employees for the Hiring team, you can proceed to manage the Publication Settings 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 Job listings. In this step, you will learn how to upload Job listings starting from setting the Publication closing date and Publication platform which you can manage before uploading the Job listing. Here is the explanation.

1. You can set the closing date for job applications by clicking “Select date”. Additionally, you can check "No closing date" if the job application has no deadline, or check "Automatically close the job" to automatically close recruitment once a qualified candidate is 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 in recruitment systems like Mekari Talenta Recruitment. This feature saves recruiters from entering candidate data manually, 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 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 are allowed only one application. If you select “After a set period”, candidates can reapply for this job listing after the specified time.
   
   - If you select After a set period, you can specify how long candidates must wait before reapplying for this job listing.
   

3. You can also choose job portal platforms to upload the vacancy, 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 completing the submission.

5. Then, click “View in platform” and select Job details to go to the job vacancy detail 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 successfully uploaded job vacancies.
   

   Here, you can perform activities such as View details (see detailed Job listing data), Add hiring team (if you have not added the 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.