Core HR
Talent acquisition, full employee LifeCycle, Org Chart, performance, surveys...
Post across the Multi-Site Job Posting module - Seek, Indeed, LinkedIn and 100s of job-boards and social sites.
How your recruitment team can post jobs across multiple websites.
Key features of this training course
Overview
Learn how to confidently build brand-customized job advertisements, configure advanced applicant screening funnels, leverage multi-job board posting technology, and mine your candidate database to source top talent using MartianLogic.
- Duration: ~5 minutes
- Format: Self-paced, online
- Level: Beginner–Intermediate
- Assessment: 10-question assessment
What you'll be able to do
- Design customized job advertisements by utilizing standard platform templates or tailoring unique background colors, borders, and branding elements for different entities.
- Construct advanced screening funnels by duplicating templates and adding custom questionnaire pages featuring drop-downs, text fields, and video response options.
- Execute multi-board job postings simultaneously across global and local platforms like Seek, Indeed, and LinkedIn with automated metadata transferring.
- Schedule ad distributions by choosing to publish vacancies immediately or automated for optimized future dates and times.
- Mine existing talent pools using multi-layer search filters that scan keyword variants within resumes, geographic radii, and specific responses to historical screening questions.
Topics covered
- Accessing approved vacancies and opening the recruitment-based workspace tabs
- Customizing job ad layout blocks, body copy, titles, and multi-brand templates
- Building screening questionnaires and using video questions to assess soft skills
- Navigating the global multi-posting panel and filtering job boards by country
- Publishing mechanisms: immediate distribution vs. scheduled posting times
- Replenishing the internal candidate database and linking existing profiles to new roles
- Advanced talent mining: filtering by keyword, resume contents, and proximity to geographic landmarks
Full transcript from the Multi-Site Job Posting module - Seek, Indeed, LinkedIn and 100s of job-boards and social sites.
0:00 Okay. So now that the job was fully approved, 0:04 um the uh users who were part uh of the 0:11 recruitment process, in other words, 0:13 they were assigned to be involved in the 0:16 recruitment process. Uh they will be 0:18 able to see it now in their uh jobs 0:21 page. And then they can just go into it. 0:24 And now you will notice that the design 0:27 and the posting and the candidates these 0:29 tabs now which are all recruitment based 0:32 you know posting and and uh mining 0:35 candidates for the job as well as uh 0:38 managing applications 0:41 uh all open now. So I am logged in as 0:44 one of these users that I was assigned 0:46 and uh to be able to uh post it. I've 0:49 already uh as you can see copied and 0:51 pasted some content here. I can show you 0:53 if I was to just copy these two 0:56 paragraphs here and uh then I'm going to 1:01 cut everything here and then just paste 1:04 these two paragraphs. 1:06 Just imagine this is how I'm going to do 1:08 the ad and voila. It's very very 1:12 straightforward. Uh you can change the 1:14 job title separately, the the um the 1:17 body of the ad separately. You can 1:19 actually have multiple templates. You 1:21 might have a business that requires to 1:23 have it's got different entities, 1:24 different brands. You can have multiple 1:26 templates. So the platform comes with a 1:28 standard a number of standard templates. 1:31 If I go to casual for example, this is 1:33 how it looks. And then what you can do 1:35 is you can customize it and becomes your 1:37 own part of your own library that you 1:38 can do whatever you want to do with it. 1:40 Uh you can change almost everything. 1:42 It's really really powerful as you can 1:44 see here. Um background color, borders, 1:48 etc. Uh so that's how you can build your 1:50 own templates. I'll go back now to the 1:53 template that I was using by default. Uh 1:56 so uh these are my custom templates. I 1:59 think that's the one maybe I was using. 2:01 Yeah. Okay. Perfect. So I'll close this. 2:05 And you can see now I've built uh uh 2:07 customized the job ad. Um I've already 2:11 entered uh this some of that data came 2:13 through anyway. So it knows already 2:14 about salaries and all this and the 2:18 maybe one thing I'll show you here 2:20 that's really important. I don't want to 2:22 go into too much details the application 2:25 questions. So you can have multiple uh 2:27 different um customize you know the the 2:30 the the application funnel. So as the uh 2:34 applicants uh click on the apply button 2:36 from from social media or from uh job 2:40 boards like seek and um and indeed and 2:43 LinkedIn and all that you you can 2:46 customize the screening questions. You 2:49 can have multiple templates. So for 2:50 example with this template here I can 2:52 click there and I can duplicate it. And 2:55 then once I'm in this mode here, I can 2:58 now add pages and for every page I can 3:00 add whatever questions that I want. 3:02 Questions can be very very powerful. 3:05 Have a look at how many different types 3:07 of questions you can have including 3:09 video questions. Meaning instead of 3:11 typing your answer or selecting an 3:14 option from a drop-own which you can do 3:17 of course and all that um I want you to 3:20 please record your answer so we can see 3:23 you speaking so we can get to understand 3:25 your personality. We can get to 3:27 understand about the soft skills not 3:29 just the hard skills that you've got in 3:31 your resume and all these drop downs and 3:34 different options and and all that 3:36 really really powerful screening 3:38 questions. I don't want to stay here for 3:39 too long. I want to keep moving. Um, so 3:42 now that I've customized pretty much all 3:44 aspect of the ad before I want to start 3:47 posting, I can switch to the posting 3:49 tab. And in here, I will see all the job 3:52 boards. By default, it takes me to my 3:54 list. I've got a lot of job boards on my
3:56 list. In your case, probably an average 3:58 user would have about five, six, seven 4:00 job boards max, but you know, up to you. 4:03 The full list of the job boards is here. 4:05 and you can select different country to 4:07 filter on job boards that are relevant 4:09 for that country. Um we no doubt about 4:12 it we are the uh most sophisticated 4:15 multi- job posting uh technology in the 4:18 world when it comes to um uh recruitment 4:22 and so 4:24 um we we always integrate with any job 4:27 board that adds value to the industry 4:30 that we focus on. So if you're in any of 4:33 the industries that we sell to, the 4:35 chances are if there's any job board 4:37 that is significant enough that you like 4:39 us to to to post to, you start to invest 4:42 a lot of money in it, you want to post, 4:44 you know, for example, more than one ad 4:47 a week. Therefore, the posting that that 4:49 multi-osting becomes significant. The 4:52 chances are it's already integrated or4:54 we will integrate it anyway. And 4:56 nevertheless, it's very very simple. I 4:59 want to post it to indeed. If I click on 5:00 edit, all the information comes across. 5:03 I shouldn't have to do anything really. 5:04 Just a matter of post now or schedule it for later. I want it to be posted maybe at 5:00 p.m. or the next day or two days time. So, I'll get out of this one here. 5:15 The posting takes literally 5 seconds per job board. You can post it to five, six, seven, eight places in about a minute and get out of here. So, if I go back now to the design, now we designed the ad. We posted the ads. Now the candidates will start to flow through. 5:31 But of course you don't need to always advertise. You can you can bring candidates to be considered for that job. We call link existing from the uh the the database that we uh collect for you. So for us what we call every job ad that you advertise is an opportunity to replenish your uh your um candidate database. you know, you advertise. 5:56 Typically, you might get 10, 15, 20, 30, 6:00 50, 100 applications, but you always you're going to be only recruiting maybe one or two, three people for that role. 6:06 And then you're going to be left with a lot of good potential candidates. That's why we have a lot of features when it's when we start to talk about recruitment. 6:14 Um but nevertheless in terms of talent pooling and all that but nevertheless every application comes through is always there and you can search on it with so many different ways whether you want to search just on keywords for example if I'm looking here for um nurse 6:32 uh I don't think my database has got any 6:34 nurses uh but nevertheless I'll just try it nurse and I can go to location I'll say I want it to be uh within 20 km of Sydney. Uh Sydney airport will do. Uh maybe I'll just say um Sydney 6:51 uh North Sydney for example. North Sydney. 6:58 Um 7:03 okay, North Sydney 50 km. We'll change it to 20 kilometers and then we'll apply. I don't have any nurses. I'm really sorry. 7:14 Um nevertheless you can uh we will talk about the data mining of your candidate database. It is extremely sophisticated. Any any touch point anything the candidate said whether 7:27 through the screening questions any choices they made there selected said etc or typed will be searchable but also every keyword in the resume is searchable. Um their location is searchable etc etc. It's extremely powerful. But now that we've covered the uh posting, I think I'm going to stop here right now and we'll start a new and separate um um module pertaining to managing the applications. Thank you for listening again for this uh another module training module on the machine logic platform and uh see you on the next course. Stand by. Cheers. Bye.
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