Title

Description

Job Title

The specific name or designation of a position within an organization. It describes the role's primary responsibilities and helps to identify the nature of the job at a glance.

Priority

It is used to classify tasks, issues, or requirements based on their urgency and importance.
Low: Tasks or issues that are not time-sensitive and have minimal impact if delayed.
Medium: Tasks or issues that need attention but are not critical.
High: Tasks or issues that are critical and require immediate attention 

Experience Level

The classifications used to define the required expertise, skills, and knowledge for a job role.
Entry Level: Roles suitable for candidates with little or no professional experience, often targeting recent graduates or individuals new to the field.
Experienced: Roles requiring a moderate amount of experience, typically 2-5 years in the relevant field.
Technical: Roles requiring specialized technical skills, often in fields like IT, engineering, or programming.
Advanced: Roles requiring significant experience and advanced skills, typically for senior-level or leadership positions.
Specialized: Roles requiring highly specific expertise in a niche area or industry.

Status

Statuses indicate the current stage of a job post, task, or request in the workflow process.
Approved: The job post or request has been reviewed and granted official approval by the relevant authority or team.
Waiting for Approval: The job post or request is pending review and has not yet been approved.

Open: The job post is reviewed and approved

Posting Date

The date when a job vacancy or announcement is published or made available to potential candidates. It is a crucial element in the recruitment process as it marks the start of the application timeline.

Closing Date

The deadline for applications to be submitted for a job vacancy or opportunity. It marks the end of the application period and indicates the final day candidates can apply for the position.

Availability to join

The time frame or notice period required by a candidate to begin employment after accepting a job offer. 

Job Description

A detailed document that outlines the responsibilities, duties, qualifications, and skills required for a specific role within an organization. It serves as a guide for both recruiters and candidates, ensuring clarity about the expectations and scope of the position.

Company Name

Refers to the legal or registered name of the organization under which the job post or recruitment activity is being managed. This is typically the entity within a group or organization structure responsible for hiring.

Custom Group

The Group refers to a Custom Group of employees defined based on criteria like department, location, employee type, grade, or other attributes. In the job post, assigning a group helps control visibility and access—only employees within this group will be eligible to participate in the recruitment process.

Division/Department/Section

To categorize the organizational structure, representing different levels or units responsible for specific functions or areas of work.

Position

Specific roles or job titles within a company. Each position represents a set of responsibilities, duties, and expectations tailored to meet the organization's operational and strategic goals.

Work Schedule

The specific hours or shifts during which employees are expected to work. 

Job Location

The physical or remote place where an employee is expected to perform their job duties. 

City/Municipality

Refers to the specific location where the job role is based. This field in the job post helps candidates identify the work location, aiding in location-based job searches and filtering relevant opportunities.

Region/Province

Specifies the broader geographical area where the job is located, such as a state, province, or administrative region. This helps categorize job openings by location for easier filtering and compliance with regional hiring regulations.

Job Location Type

It specifies the nature of the work environment and indicates where the employee is expected to perform their job duties. It helps set clear expectations for candidates regarding their physical work arrangement.City, Municipality and Province

Workplace Type

The environment in which employees perform their work
Hybrid: The employee splits their work time between a physical location (e.g., office) and remote work.
On-site: The employee is required to work at a specific physical location, such as an office, factory, or retail store.
Remote: The employee works from a location of their choice, typically from home, and does not need to report to an office or company location.

Job Type

The classification of a role based on its nature and duration. It helps potential candidates understand whether the position is permanent, temporary, or has a specific end date.

No. of Vacancies

The number of available positions or roles that need to be filled for a specific job posting. 

Key Skills

The specific abilities, knowledge, and competencies required for a particular job role. 

Experience range(In years)

The number of years of professional experience a candidate is expected to have for a particular job role.

Educational Attainment

The minimum academic or professional credentials required for a particular job role. It defines the level of education, certifications, or specialized training that candidates must have to be considered for the position. 

Rounds

It is the various stages or steps through which a candidate progresses, from the initial application to the final selection.

Required Certificate

It refers to any specific professional or technical certifications that a candidate must hold to be eligible for the job. Eg: CPA, CISA, CMA etc

Currency

The system of money in general use within a particular country or economic region. In the context of recruitment and job postings, currency typically refers to the type of monetary unit used when discussing salaries, compensation packages, or financial details of the job position.

Salary Range

The minimum and maximum salary that an employer is willing to offer for a particular position. 

Pay Type

The structure or method used to compensate employees for their work. It specifies how an employee is paid, such as whether they receive a fixed salary, hourly wage, or commission-based compensation. 

Cooling Period(In months)

The duration of time that must pass before a candidate can reapply or be considered for the same or similar position after they have either been rejected, declined an offer, or left a company. 

Field work

The tasks, activities, or research conducted outside of a typical office or laboratory environment, usually in a real-world setting related to the job role. 

Client

A job post refers to the external organization or business entity for whom the job is being filled, especially in cases where the hiring is done by a staffing agency or service provider.

Hiring Manager

It refers to the person responsible for overseeing the hiring process for the specific role. This individual is typically the direct manager or department head of the position being filled.

Replacement for

The individual or position that is being replaced in a job posting or within an organization

Reason for vacancy

The explanation provided in a job posting or recruitment process that outlines why a specific position has become available. 

Referral Bonus

It refers to the monetary incentive offered to employees or external referrers for successfully referring a candidate who gets hired for the position.

Requested for 

It refers to the employee or department that has initiated the request to open the job position. This is typically the person or team experiencing a resource need and seeking approval to hire.