This section describes the general job application process for candidates:
- The candidate clicks Apply for a job.
- If they don't see this button, the candidate has already applied for the job or else the job is no longer available.
- Note: If external candidates aren’t already signed in, the site encourages them to sign in or register for an account. See External Candidate Registration and Account Management. However, they can apply for jobs even if they don’t register or sign in. See Job Applications without Registration.
- Candidates can choose one of the following options to provide their details:
- Use my Profile. See Candidate Profiles.
- Apply with LinkedIn. See Apply with LinkedIn.
- Apply with SEEK. See Use Apply with SEEK from Client Career Sites.
- Apply without an Account. Available for candidates applying without registering for an account. See Job Applications without Registration.
- The information from their profile appears in the corresponding fields of the job application. They can update this information manually by clicking the edit icon. Relevant information is carried over to their candidate profile and to background screening forms, if included.
- Depending on how the job application was configured, they can add more information to the following sections:
- Personal Information: The candidate’s name, email address, phone numbers, and other information, as well as how they heard about the job (required).
- Resume, Cover Letter, Other Documents: Maximum file sizes are 5 MB for resumes and cover letters and 20 MB for additional documents. Any previous versions are overwritten.
- Education History
- Employment History
- References: Candidates can add as many references as needed.
- Work Hours Availability: Candidates need to select each day they are available, then specify the beginning and end times for that day. This information carries over to their employee record when the candidate is hired.
- Screening Questionnaires: Most job applications require candidates to complete screening questionnaires for compliance purposes (for example, candidates might have to complete an Equal Employment Opportunity questionnaire). Job applications might also include additional questionnaires related to the candidate's skills and qualifications.
- Assessment: A link to an assessment that candidates must complete before submitting their application. See Assessments.
- Note: When a candidate opens a job application, a blank entry is added by default in the Education History, Employment History, and References sections when this information isn’t provided by the candidate. The candidate is prompted to add this information but can click Cancel to continue without providing it.
- If draft applications are enabled for the client career site, registered candidates can click Save Draft to complete their application later.
- Note: Internal candidates require the following role feature access to use this feature: Careers > Draft Applications.
- When they are ready and all required fields are completed, candidates submit their application. See Application Submission.
After a candidate submits their job application, this data is parsed, along with data from their resume, LinkedIn profile, and other parts of the job application to create a candidate profile in Recruiting. This parsed data is indexed and added to the candidate search engine used for recruiting. Candidates are assigned a unique record for each job application that they submit, and when a recruiter views a candidate for a job requisition, the appropriate job application is displayed automatically.
Candidates can reapply to postings only if they are configured as evergreen and have a reapply period defined. Otherwise, candidates can only apply to one job posting per job requisition, even if you’ve created multiple postings for the same requisition. When they apply to one posting on the requisition, then all other postings for that job requisition are marked "You have already applied" on the client career site.