Creating and managing job postings within Kula ATS is vital for any recruitment team aiming to streamline their hiring process. This article offers a comprehensive guide on how to set up jobs in Kula ATS, ensuring that the right candidates are attracted and hired. Efficient job setup and management are key to organizing and simplifying the recruitment process, saving time, and enhancing the overall hiring experience.
Before you begin, ensure you have access to Kula ATS with the appropriate permissions.
Create a Job from Scratch
1. To begin, click on the Create Job button and select the Start from Scratch option
2. Enter Job Name
Provide a Job Name
Check the Is Confidential box to make the job visible only to your Hiring Team
3. Provide basic job information
Requisition ID - This unique identifier is assigned to each job posting. You may add your Requisition ID used by your organization that is unique to your company's internal processes or generate one by clicking the Generate requisition ID button.
Department - Select the department for this job. This helps organize and categorize job postings within your organization. Create and manage Departments here.
Workplace - Choose the workplace type: On-Site, Remote, or Hybrid. This indicates where the job will be performed and helps candidates understand the work environment.
Office- Specify the office location or the primary site where the job is based. This is especially important for on-site and hybrid roles. Create and manage Offices here.
Work Type - Select the work type from the options: Full-time, Part-time, Internship, Contract, Seasonal, or Temporary. This defines the nature of the employment.
Salary Range - Enter the salary range for the position. Providing a salary range helps set expectations and attract suitable candidates.
Currency - Choose the currency in which the salary will be paid. This is important for clarity, primarily if your organization operates in multiple regions.
Pay Interval - Define the pay interval for the job: Hourly, Daily, Weekly, Bi-Weekly, Semi-monthly, Monthly, Quarterly, Yearly, or One Time. This specifies how often employees will be paid.
3. Enter Additional Information
Skills - List the skills necessary for the job. This could include both technical and soft skills relevant to the position.
Education - Specify the minimum educational qualifications needed for the role (e.g., Bachelor’s Degree, Master’s Degree).
Experience - Outline the required years of experience and type of experience (e.g., previous experience in a similar role, industry-specific experience).
Important: Enable the AI Scoring feature. The AI will use this information to calculate the candidate's score during the application review process. Click here to view our full guide.
4. Add the Job Description
Ask the AI Assistant: Request the AI Assistant to generate the job description by entering all the relevant information you want to highlight. The AI will create a tailored, impactful description based on your input.
Create Manually: Write the job description yourself. This option allows you to customize the content according to your preferences and company standards.
Copy from Another Job: Click the button to select and copy a job description from an existing job posting. This option helps you quickly replicate and modify descriptions from similar roles.
Here's how to create a Job Description with Kula.
Once you have added the Job Information, click the Continue to Hiring Team button.
The Hiring Team is crucial in managing and overseeing the recruitment process for each job posting. The team comprises various roles, each with specific responsibilities and permissions within the Kula ATS to ensure a smooth and effective hiring process. Here's a breakdown of the roles within the Hiring Team and their key responsibilities:
Hiring managers are responsible for defining job requirements, reviewing applications, and making final hiring decisions.
Recruiters source, screen, and initial interview candidates. They work closely with hiring managers to ensure that suitable candidates are selected.
Coordinators assist with scheduling interviews, managing candidate communications, and ensuring the recruitment process runs smoothly.
Sourcers are responsible for identifying and attracting potential candidates by sourcing resumes, performing initial outreach, and maintaining candidate pipelines.
Setting the Interview Plan
An interview plan outlines the various stages that candidates will progress through during the hiring process. It provides a structured approach to evaluating candidates and ensures consistency and thoroughness in the assessment. Each stage is designed to assess specific aspects of a candidate's qualifications and fit for the role.
Users can use the Default Interview Plan Template or the following options:
Choose from a Template - Select a pre-defined interview plan template that suits your role and recruitment process. Templates provide a structured approach and save time when setting up interview stages.
Import from Another Job - This option allows you to Import an existing interview plan from another job posting. It is useful if you want to replicate a successful interview process for similar roles.
For Each Interview Stage, You Can Add an Activity:
Add Interview
Details
Add Interview Name: Give the interview stage a specific name for easy identification.
Interview Type: Choose between 1 to 1 Interview or Group Interview based on the stage requirements.
Manual Selection or Interviewer Pool: Decide whether to manually select interviewers or choose from an existing pool.
Add Interviewers: List the individuals conducting the interview.
Schedule Options
Duration: Specify the length of the interview.
Manual Selection or Candidate Selection: Choose whether the recruiter will select the interview time or if the candidate will pick a suitable time and date.
Location: Select the interview format (Virtual, Phone, or On-Site).
Email
Candidate Email Template: Use or customize the email template sent to candidates with interview details.
Interviewer Email Template: Use or customize the email template sent to interviewers with relevant information.
Scorecard
A recommended scorecard template is added. You can customize it, however, note that the changes will only apply to the specific interview stage.
Send Email - Use this activity to send additional communications or reminders to candidates or interviewers as needed.
Assessment - Send an assessment to the candidate if part of the interview process. Specify the type and details of the assessment.
Review - Request feedback or a review from the interviewers about the candidate’s performance. This helps you make an informed hiring decision.
Job Posting review before launching
Confirm the Job Title - Verify that the job title accurately reflects the role and responsibilities. Ensure it is clear and aligns with your company's job naming conventions.
Select the Type of Job Post- Choose from the following types of job posts based on your target audience
Internal: The job posting is visible only to current employees within your organization.
External: The job posting is visible to external candidates outside your organization.
Internal and External: The job posting is visible to both internal employees and external candidates.
Select the Email Template for Sending Confirmation Emails - This template should acknowledge receipt of their application and provide any relevant next steps.
Select the Application Form - Choose the application form that candidates will complete when applying for the job. Ensure the form collects all necessary information to evaluate candidates effectively. Here's how to create an Application Form template.
EEOC Questions Enabled by Default - Equal Employment Opportunity Commission (EEOC) questions are enabled by default. These questions help collect demographic information for compliance and diversity tracking purposes.
Once ready, click on the Launch button.
