Just getting started on Charlie Recruit? Complete these five simple steps to get ready to post your first job:
1. Create your Privacy Policy
Candidates are required to accept your privacy policy when they apply to one of your roles.
To generate a policy for your organisation, go to Settings - Data & Privacy - Privacy Policy.
For more details on creating your privacy policy, take a look at our guide here.
2. Add team members and manage their permission levels
You can manage your team member's access to Recruit from within the Recruit tab on your core CharlieHR, then Add people to Recruit - Select permission level.
For more details on managing team member access, take a look at our guide here. You can also find a breakdown of permission levels here.
3. Set Up Integrations
Our calendar integration allows you to schedule interviews through Recruit, creating diary invites for your interviewers and candidates. You can set this up under Settings - Integrations - My Integrations - Automatic Interview Scheduling - Cronofy.
You can set your diary availability under Settings - Personal - My Preferences.
Integrating your email allows you to communicate with candidates through the platform. You can set this up under Settings - Integrations - My Integrations - Email Candidates.
4. Set Up Your Career site
If you are looking to integrate your existing career page with Recruit, you can head to Settings - Career Site - Customise to find your iFrame code. Take a look at our guides here for more detail.
If you are creating your career page on Recruit, head to Settings - Career Site - Customise to get started. The guide here talks through creating your page.
Note: you may need support from an IT contact within your organisation to get this integration up and running.
5. Create your first job
You're now ready to set your first job live!
Head to the Jobs tab, then Add New Job to start building out your vacancy. You'll walk through a six step process, where you can add the details of your role:
Job Details: job description, salary, location and details
Job Options: screening questions, blind hiring, candidate match score, job access and notifications
Interview Stages: outline your interview process
Interview Details: specifics of each stage, and automations (such as interview scheduling)
Scorecards: highlight the key competencies you're looking for
Share: advertise your job through socials channels and job boards
