Create a new vacancies

1. Click Recruiting > Vacancies > New 
2. In the Categories tab, enter the Location and Business Unit > click Create
3. Then complete the form with the required information. You can edit the text as desired using the formatting toolbar. 
4. Click Save 

You can use a text editor directly in your browser to edit the job posting. The text editor has a toolbar (click the arrow to expand it) that contains basic formatting options such as bold, italics, and font color. You can also insert links, images, and videos. 

If you need more space to edit the document, you can enlarge the editor using the enlarge button available in the toolbar.

The form displays the job posting data on various tabs that you can customize using the View and Form Management section (under Settings > User Interface > View and Form Management). Typically, the job posting tab contains the following fields:

1. Reference: a customizable identifier that allows you to assign a code or abbreviation to the job posting (it is not visible to candidates)

2. Title: represents the name of the job posting and should be chosen carefully to attract the right candidates. Here are some tips on how to use it effectively: 

   • Clarity and precision: the title should clearly describe the role, avoiding ambiguity

     • ✅ "Junior Software Developer"

     • ❌ "We're Looking for Talent to Join Our IT Team!"

   • Avoid titles that are too long, an effective title is concise and direct, generally between 3 and 7 words

   • Targeted keywords, include terms that candidates might search for online, such as seniority (Junior, Senior), industry (Marketing, IT, Sales), or work arrangement (Remote, Hybrid, On-site)

   • Consistency with the job posting description, the title must reflect the content of the job offer to avoid creating incorrect expectations for candidates.

    

3. National collective employment agreement (CCNL): an internal data point used to classify the job posting based on the agreement applied to employees and to help keep recruiting management aligned with applicable company and contractual regulations. This field helps to:

   • Ensure consistency in job offers, ensuring that the specified agreement complies with company policies

   • Facilitate the administrative management of candidates by associating the job posting with specific contractual conditions

   • Make internal job posting searches more effective by filtering them by the relevant CCNL

4. Role: an internal data point used to classify the job posting based on the associated company position. This field is used to:

   • Standardize the categorization of job offers, making it easier to compare similar positions.

   • Improve internal search and reporting, allowing recruiting processes to be filtered by role.

   • Link the role to contractual and salary levels, supporting more efficient management of job offers.

5. Minimum gross annual salary and Maximum gross annual salary: the gross annual salary range offered for the position. When you complete these fields, the salary range also appears in the job posting published on the Career Site, and candidates see it before applying.

   Enter the lower value of the range in the minimum field and the higher value in the maximum field. For example, for a gross annual salary between €28,000 and €32,000, enter 28 in the minimum field and 32 in the maximum field. You can also complete only one of the two fields, and the Career Site will display only the minimum or maximum value. 

   If you do not want to display the salary, leave both fields blank.

   If you change the gross annual salary of an already published job posting, the new value appears immediately on the Career Site.

   Before saving, check that the amounts are correct: they become visible to candidates as soon as you save.

Job postings can also be coded so that candidates can search for them using the Career Center's job posting search engine. Job postings are usually coded by Locations and Business Units.