As the name implies, a template job is a template that includes the key components for most of the jobs your organization will open. This streamlines the job creation process since users do not have to enter repetitive information such as desired candidate attributes or common interview questions. In this article, we will review some best practices to help your organization organize and configure its template jobs.
Note: Click the following links for more information on how to create a new template job or mark an existing job as a template job.
Template Job Organization Best Practices
Greenhouse Recruiting suggests that your organization assign all of your template jobs to a single department created specifically for template jobs.
Note: Click here for more information on how to create a new department for your organization.
When creating a template job, select the Templates department from the Department dropdown menu.
We recommend this organization for your template jobs because it allows your company to easily filter out these templates when running reports.
Template Job Configuration Best Practices
The number of templates you create will depend on the size of your organization and the differences between pipelines per department. If each department or Hiring Manager has a unique component to each interview, it may be worth creating a template just for those instances.
Regardless of how many template jobs your organization creates, every template should include basic information that is captured for every job. Below are some considerations to make when creating the template job:
Job Info:
- Internal job name: A name indicating that the job is a template job (you will want to provide additional detail if you have multiple templates)
- Department: Add the template to your Templates Department
- Custom Fields: Enter in any information that you want to pre-populate
- Optional Information for Interviews: If you would like to add more context regarding the template, or information about the format for other others to follow, enter it here.
Scorecard:
- Add categories that are relevant for all jobs such as:
- Requirements (e.g. "Fits our Salary Range" or "Based Locally")
- Company Attributes
- Department Attributes
- Add example characteristics to help your team brainstorm skills they should include
Interview Plan:
- Define a basic interview pipeline with stages that all jobs will most likely include (e.g. Application Review, Phone Screen, Face to Face, Offer)
- Customize the Interview Kits for interviews that will happen across all jobs
- Phone Screen: Add custom questions (questions that will be asked by the interviewer) and select focus attributes for topics that are covered on all phone screens (e.g. tell me about yourself, desired salary range, and availability to begin work)
- Culture Fit: Add custom questions and select focus attributes for the traits that represent your company culture
- Other Interviews: If you have any interviews with standard questions and criteria that you're evaluating, add them to the interview kit
Hiring Team:
- Grant Job Admin permission to all users that should have access to copy the template to create a new Job
Job Post:
- Description: If there is consistent messaging about your company, benefits, or other information, include it in the description box.
- How Candidates Apply For This Job: Select Optional or Required on all basic information fields, and add custom questions that should appear on all applications.
- Settings: Determine standard settings.
Once you have configured all the steps in the job creation process, click Finish. Your template job will be saved as a Draft and can be copied when creating new jobs in the future.