Procedure Guide: Daily Use Cyber Recruiter 6.6 December 2007

Transcription

1 Procedure Guide: Daily Use Cyber Recruiter 6.6 December 2007 Visibility Software Procedure Guide: Daily Use Page 1 of 17

2 Table of Contents PURPOSE...3 FLOW CHART...4 REQUISITION POSTING PROCEDURE (R)...5 STEP 1 POSITION REQUESTED...5 A New Position to the Organization...5 Using Template Job Requisitions...5 Copy an Existing Requisition...5 STEP 2 APPROVING A REQUISITION...6 STEP 3 CHANGING THE STATUS FOR REQUISITION...6 STEP 4 POSTING TO SITES (CONTROLLED BY CYBER RECRUITER)...6 STEP 5 POSTING TO SUPPORTED JOB BOARDS...6 STEP 5B POSTING TO OTHER JOB BOARDS...7 MINING CYBER RECRUITER DATABASE (M)...8 STEP 1 - APPLICANT SEARCHING...8 Resume Text Search...8 Database Search...8 Degree Search, Major Search, Referral Source Search, Position Desired Search... 8 Skills Search... 9 Req Requirements Search... 9 CyberSearch...9 STEP 2 - ROUTING TO HIRING MANAGER...10 APPLICANT EVALUATION (E)...11 STEP 1 ORGANIZATION FINDS APPLICANT...11 STEP 1B - APPLICANT APPLIES VIA WEBSITE...11 Applicant has NEVER applied before and is NOT in Cyber Recruiter...11 Applicant has applied before and is in Cyber Recruiter...12 STEP 2 REVIEW OF QUALIFICATIONS...12 STEP 3 PHONE SCREEN...12 STEP 4 INTERVIEW AN APPLICANT...13 Schedule with the Interviewer...13 Confirm with the Applicant...13 STEP 5 - RECORD RESULTS OF THE INTERVIEW...13 Capture Interview Question Responses...13 Capture Interview Evaluation Responses...13 Move Applicant to next Step...14 HIRING PROCESS (H)...15 STEP 1 REQUEST AN OFFER...15 STEP 2 APPROVING AN OFFER...15 STEP 3 CHECK REFERENCES...15 STEP 4 MAKE AN OFFER...15 STEP 5 APPLICANT ACCEPTS - RECORD THE NEW HIRE...16 STEP 6 REMOVE REQUISITION FROM WEBSITES...16 From Supported Job Boards...16 From Other Job Boards...17 Visibility Software Procedure Guide: Daily Use Page 2 of 17

3 Purpose This document is intended for use by users of Cyber Recruiter to better understand how Cyber Recruiter can be used on a daily basis. The following pages detail the recommended procedures for using Cyber Recruiter based on working with over 150 clients during implementations and in a support role over the last 6 years. Of course, there are many ways to accomplish the same goal in Cyber Recruiter so your individual process may vary slightly. Visibility Software Procedure Guide: Daily Use Page 3 of 17

4 Flow Chart Visibility Software Procedure Guide: Daily Use Page 4 of 17

5 Requisition Posting Procedure (R) Step 1 Position Requested The Create Requisition process starts the whole cycle for recruiting in Cyber Recruiter. A New Position to the Organization 1. Select Requisitions 2. Select Create Requisition 3. Select 1 st option from scratch from the screen that appears 4. Complete all fields on the first page of the form a. Required items will be marked with an * (asterisk) 5. Press Next to move to the next page 6. Complete all requested job detail information (job description, requirements, etc.) 7. Press Next to move to the next page 8. Verify all requisition questions that will be asked of the applicant during the application process a. Press Add if necessary to add additional questions b. Press the red X to remove any questions from the list 9. Press Next to move to the next page 10. Select the necessary approvers from the drop-down list based on your hierarchy and approval chain 11. Enter a note to the approvers if desired 12. Press Save Changes to move to the next page 13. A confirmation page will appear stating the process is complete 14. Print the requisition details using the link if desired. Using Template Job Requisitions Templates are specific requisitions which are set up by the HR department with all of the defaults for a specific requisition. Templates should be set if HR controls the job descriptions and does not require the requestor to complete information about the requisition prior to the request. Templates must be set prior to being used by the requestor. 1. Select Requisition 2. Select Create Requisition 3. Select 2nd option from a template from the screen that appears 4. Using the table that appears, select the position that is being requested 5. Review all fields, correcting information where necessary a. Required items will be marked with an * (asterisk) 6. Press Next to move to the next page 7. Review all job details, correcting information where necessary (job description, requirements, etc.) 8. Press Next to move to the next page 9. Verify all requisition questions that will be asked of the applicant during the application process b. Press Add if necessary to add additional questions c. Press the red X to remove any questions from the list 10. Press Next to move to the next page 11. Review the necessary approvers from the drop-down list based on your hierarchy and approval chain 12. Enter a note to the approvers if desired 13. Press Save Changes to move to the next page 14. A confirmation page will appear stating the process is complete 15. Print the requisition details using the link if desired. Copy an Existing Requisition This process will copy any requisition that is currently in the system and NOT marked as a template. This process is like opening a Word document and making changes to an old file. Any information that was saved with the old file will be transferred over to the new requisition. Information should be reviewed prior to requesting the approval. Visibility Software Procedure Guide: Daily Use Page 5 of 17

6 1. Select Requisition 2. Select Create Requisition 3. Select 3rd option copy a requisition from the screen that appears 4. Using the drop-down list provide, select which requisition to copy 5. Review all fields, correcting information where necessary a. Required items will be marked with an * (asterisk) 6. Press Next to move to the next page 7. Review all job details, correcting information where necessary (job description, requirements, etc.) 8. Press Next to move to the next page 9. Verify all requisition questions that will be asked of the applicant during the application process a. Press Add if necessary to add additional questions b. Press the red X to remove any questions from the list 10. Press Next to move to the next page 11. Review the necessary approvers from the drop-down list based on your hierarchy and approval chain 12. Enter a note to the approvers if desired 13. Press Save Changes to move to the next page 14. A confirmation page will appear stating the process is complete 15. Print the requisition details using the link if desired Step 2 Approving a Requisition Completing Step 1 will generate an going out to any necessary approvers designated. The approver can then view the information and respond accordingly. 1. Approver reads sent to him/her from Cyber Recruiter 2. Approver clicks on the hyperlink options in the to Accept / Deny the request 3. Approver types in a note as to why the response was selected 4. Approver presses Submit a. is sent to the recruiter b. is sent to the hiring manager c. is sent to the next approver, if applicable Step 3 Changing the Status for Requisition If All Approvers Approve - this will trigger the system to change the status to Open automatically (if the field Auto post is set to yes). If An Approver Denies - the recruiter needs to edit the requisition and change the status accordingly. Step 4 Posting to Sites (controlled by Cyber Recruiter) The website controlled by Cyber Recruiter (Careers and Self Service) reads information from the Requisition pages to determine what should be posted to which site. The following information details how to post to the various sites for Applicant and Employee view of the postings. Posted Status Posts To For NONE Any Nowhere Everyone Internal Website Open Self Service Employees Corporate Website Open Careers; Self Service Applicants Both Open All Sites Everyone Step 5 Posting to Supported Job Boards Cyber Recruiter has four job boards which are available to quickly push information from Cyber Recruiter out to the job board. Each job board has a unique page in the requisition file which contains fields that are not stored other places in the system. This page must be completed for each posting to send to that job board. 1. Log into Cyber Recruiter Visibility Software Procedure Guide: Daily Use Page 6 of 17

7 2. Complete Job Specific Information a. Click on Req List b. Click on the Requisition Number to open the requisition file c. View the Job Board screen (Monster, HotJobs, etc.) d. Enter information in the screen which is necessary for the posting e. Press Save Changes when complete 3. Post to jobs Job Board a. Select Requisition b. Select Job Boards c. Select Job Board to send to (Monster, HotJobs, etc.) d. Select to Post based on individual selection i. Highlight which jobs to send ii. NOTE: highlight all jobs that should currently be posting not just the new jobs e. Press Preview f. Errors present i. Yes 1. Return to the Job Board specific page of the requisition to correct the problem 2. Repeat steps from above ii. No 1. Press Submit Step 5b Posting to Other Job Boards If the job board to post to is not currently a job board supported with a link from Cyber Recruiter the information can still be posted to the site. This will require the user to go to the site for the job board and to enter in information from Cyber Recruiter. 1. Open a new web page 2. Go to Job Board Site 3. Log into site with user name and password 4. Select to post a new job 5. Complete necessary information 6. Copy Job Description from Cyber Recruiter (if possible and applicable) 7. If possible, type a message to direct the applicant back to the corporate site in order to complete an online application (putting them directly into Cyber Recruiter). Visibility Software Procedure Guide: Daily Use Page 7 of 17

8 Mining Cyber Recruiter Database (M) As applicants apply or if the organization finds an applicant, that applicant s record becomes part of the Cyber Recruiter database. This database can then be accessed to search for applicants for additional openings in the organization. Step 1 - Applicant Searching There are three searching tools available in Cyber Recruiter. Each is unique and will provide for different results when the search is completed. Resume Text Search This search looks only to the text version of the resume. If the organization is not gathering the text version of the resume this search will yield little or no result. If however, the organization generally gathers a resume instead of standard application information, this will be a productive search. 1. Log into Cyber Recruiter 2. Select Applicants 3. Select Applicant Search 4. Select Resume Text Search 5. Enter items that MUST be in the resume in the fields provided for the Required column 6. Enter items that would be NICE to have in the resume in the fields provided for the Optional column 7. Highlight the applicant statuses (Overall) for which to search 8. Select the date range to search from the drop-down list 9. Sort by Rank? a. Yes = applicant with most number of words matching will appear first b. No = applicant will appear in Then Sort by order 10. Select secondary sort from the drop-down list 11. Enter Advanced Criteria, if necessary 12. Select the requisition this search is for, if applicable 13. Press Search 14. Click on the Applicant s Name to view the application page 15. Click on the Applicant s Resume to view the usage of the key words 16. Click on the Experience link to view the applicant s experience page 17. Continue to Step 2 for interesting prospects Database Search This search looks to the database information. There are six (6) searches that can be performed but they are all exclusive of each other. If the degree search is run, it will not look for majors as that is another search. This search type is very helpful if the organization is gathering skills based on a skills matrix and positions desired (general jobs instead of specific requisitions) Degree Search, Major Search, Referral Source Search, Position Desired Search 1. Log into Cyber Recruiter 2. Select Applicants 3. Select Applicant Search 4. Select Database Search 5. Select Search Area 6. Select Search Item from the drop-down list (this list is set under Admin / Codes ) 7. Highlight the applicant statuses (Overall) for which to search 8. Select the date range to search from the drop-down list 9. Select sort order from the drop-down list 10. Enter Advanced Criteria, if necessary 11. Select the requisition this search is for, if applicable 12. Press Search 13. Click on the Applicant s Name to view the application page 14. Click on the Applicant s Resume to view the resume Visibility Software Procedure Guide: Daily Use Page 8 of 17

9 15. Click on the Experience link to view the applicant s experience page 16. Continue to Step 2 for interesting prospects Skills Search 1. Log into Cyber Recruiter 2. Select Applicants 3. Select Applicant Search 4. Select Database Search 5. Select Skills Search 6. Select up to five (5) Skills from the drop-down list (this list is set under Admin / Codes ) 7. Choose filter level a. ANY Skills = Applicant only has to have one of the skills listed b. ALL Skills = Applicant must have all skills listed 8. Highlight the applicant statuses (Overall) for which to search 9. Select the date range to search from the drop-down list 10. Select sort order from the drop-down list 11. Enter Advanced Criteria, if necessary 12. Select the requisition this search is for, if applicable 13. Press Search 14. Click on the Applicant s Name to view the application page 15. Click on the Applicant s Resume to view the resume 16. Click on the Experience link to view the applicant s experience page 17. Continue to Step 2 for interesting prospects Req Requirements Search 1. Log into Cyber Recruiter 2. Select Applicants 3. Select Applicant Search 4. Select Database Search 5. Select Req Requirements Search 6. Select Requisition from the drop-down list (requirements must be set under the Requisition / Requirements page) 7. Highlight the applicant statuses (Overall) for which to search 8. Select the date range to search from the drop-down list 9. Select sort order from the drop-down list 10. Enter Advanced Criteria, if necessary 11. Select the requisition this search is for, if applicable 12. Press Search 13. Click on the Applicant s Name to view the application page 14. Click on the Applicant s Resume to view the resume 15. Click on the Experience link to view the applicant s experience page 16. Continue to Step 2 for interesting prospects CyberSearch CyberSearch combines the database search, the resume text search and the ability to search other items in the Applicant s file. If a search is needed of applicants who answered a specific applicant question a certain way and have a degree in Human Resources and worked for Intel. This search would allow the user to create the criteria to look for applicants who fit those needs. 1. Log into Cyber Recruiter 2. Select Applicants 3. Select Applicant Search 4. Select CyberSearch 5. Create a new search a. Click Add b. Enter a Name c. Enter a Description d. Checkmark Share if other people should be able to run this Visibility Software Procedure Guide: Daily Use Page 9 of 17

10 e. Press Save Changes f. Click Add to add criteria g. Select the criteria to use from the drop-down box h. Depending on the criteria selected, complete the remaining boxes, drop-downs i. Click Save Changes j. Press Add to add additional criteria until satisfied k. Select the requisition this search is for, if applicable l. Press Run m. Click on the Applicant s Name to view the application page n. Click on the Applicant s Resume to view the resume o. Click on the Experience link to view the applicant s experience page p. Continue to Step 2 for interesting prospects 6. Run a Search already created a. Find the search to run b. Select the requisition this search is for, if applicable c. Press Run d. Click on the Applicant s Name to view the application page e. Click on the Applicant s Resume to view the resume f. Click on the Experience link to view the applicant s experience page g. Continue to Step 2 for interesting prospects Step 2 - Routing to Hiring Manager After the applicants have been reviewed, the send an to a hiring manager in the system with the applicant s information and resume. This action will add a line item to the applicant s record in the Activity / Routing page. 1. From the search results screen 2. Place a checkmark next to the applicant to 3. Press the Route button 4. Highlight the person (or people) who should receive this Applicant s information 5. Checkmark to add this person (or people) to the recipient s Cyber Recruiter Inbox. 6. Select to send separate for each applicant 7. Checkmark to allow responses from 8. Checkmark to send responses back to you 9. Checkmark to update the status (only applicable if you have only selected one recipient) 10. Enter a message to the recipient if desired 11. Click on the Attached to Requisition tab 12. Find the Requisition you are evaluating against 13. Update the Status if necessary 14. Press Save Changes to save the records and send the s Visibility Software Procedure Guide: Daily Use Page 10 of 17

11 Applicant Evaluation (E) Step 1 Organization finds Applicant Recruiters can search for applicants on other websites; get resumes via or some other process. This information can be brought into Cyber Recruiter manually to start the evaluation process. Typically if the organization is bringing the person into the system, the first level of qualification is already complete. 1. Recruiter finds the applicant s information 2. Select Applicants 3. Select Add Applicant 4. Has Formatted Resume a. Yes i. Select From File ii. Browse to the formatted resume iii. Press Process b. No i. Select From Clipboard ii. Enter text version of resume if available iii. Press Next 5. Verify information that has been entered or enter information if necessary 6. Select requisition to assign this person to from the drop-down list if applicable 7. Select the status for this applicant 8. Enter the date of this application (typically today s date) 9. Select the referral source from the drop-down list 10. Select the position desired (this is not a requisition) if applicable 11. Check mark to add to your inbox 12. Press Save Changes 13. Cyber Recruiter will check to see if this person is already in the system a. Information matches someone already in the system i. Screen appears to verify information ii. Person is a duplicate 1. Delete New Record iii. Person is NOT a duplicate 1. Continue to Step 1 Item 14 b. Information is unique i. Continue to Step 1 Item Contact the Applicant? a. Yes i. Review the which will be sent to the applicant to determine interest ii. Press Send b. No i. Press Skip this Step 15. Proceed to Step 2B Step 1B - Applicant Applies via Website Applicants can self identify their interest in a position. They have access to a specific page on the corporate careers site to view positions and apply for the first time. After they have applied for the first time, the applicants can log into a specific site to update information or express interest in additional positions. 1. Applicant goes to corporate website 2. Applicant views information about the company Applicant has NEVER applied before and is NOT in Cyber Recruiter 1. Applicant elects to browse open positions Visibility Software Procedure Guide: Daily Use Page 11 of 17

12 2. Applicant clicks to Apply 3. Applicant completes 1 st page of the application (Contact Information) 4. Cyber Recruiter checks to see if this person has previously applied a. Yes i. Presents the applicant with a message that he/she is already in the system and to please use the Self Service system to update information or to apply to additional Jobs b. No i. Add the applicant to the system with a status of Incomplete ii. Applicant is flagged so his/her view of the Self Service module will be to walk through the rest of the application iii. Send the applicant an automatic response. 5. Applicant completes online application a. Yes i. Thank you for applying page appears for the applicant ii. Changes status of Applicant to Web Applicant iii. Add to Evaluator s Inbox iv. Sends Automatic Routing to Evaluator s mail account b. No i. Nothing changes in Cyber Recruiter ii. If applicant returns to the site and tries to apply again, he/she is seen as a duplicated person and the system directs him/her to complete the application using the Self Service system. He/she cannot apply to new positions until this first application is complete. Applicant has applied before and is in Cyber Recruiter 1. Applicant elects to log go to the login page for Self Service Module 2. Applicant enters user name ( address) and PIN (issued upon first application) 3. From Home Page a. Applicant clicks Browse Open Positions button b. Applicant reviews listing of current open positions c. Applicant elects to review a specific position and click on the job title d. Applicant elects to express interest in the position i. Applicant has previously applied to this position 1. Yes a. Message appears explaining he / she is already being considered for this position 2. No a. Requisition specific questions appear for the applicant to answer b. Applicant is directed back to the Home Page Step 2 Review of Qualifications If an applicant completes the application process his/her information is directed to someone at the organization to evaluate the qualifications for the position or the organization. 1. Evaluator reads send to him/her from Cyber Recruiter 2. Evaluator clicks on the hyperlink options in the to record response/evaluation 3. Evaluator types in a note as to why the response was selected 4. Evaluator presses Submit a. Recruiter notified of the response b. If not selected, Recruiter removes from Inbox view c. If qualified move on to next step Step 3 Phone Screen If an applicant is qualified for a position, the designated person at the organization can perform a phone screen with the applicant to further qualify this person. Visibility Software Procedure Guide: Daily Use Page 12 of 17

13 1. Find the Applicant in Cyber Recruiter to phone screen 2. View the Demographics screen make note of the phone number 3. Call Applicant a. If Applicant is available, ask the necessary questions and record responses on the Application page or Notes page b. If Applicant is unavailable, make a note on the Notes page and enter a Follow Up date to remind you to call back. Step 4 Interview an Applicant After an applicant is evaluated for a position, the designated person at the organization can schedule an interview with the necessary interviews and the applicant. Schedule with the Interviewer 1. Coordinate schedules with the interviewer and the applicant (often this is done via a phone call) 2. Find the Applicant in Cyber Recruiter 3. View the Activity Page > Interview Tab 4. Press Add 5. Highlight the person (or people)with whom this applicant will interview 6. Enter details of the interview (date, time, etc.) 7. Select requisition for which this interview is regarding 8. Enter a note if desired 9. Check to interviewers 10. Check to request confirmation 11. Check to send interview evaluation link 12. Press Save Changes to schedule interview and close screen. Confirm with the Applicant 1. Click on the Correspondence screen 2. Click Add 3. Opt to use an Template (previously created in Page Builder) 4. Select Interview Confirmation a. If meeting with more than one interviewer or if the applicant is attached to more than one requisition, prompts will appear asking for additional information to fill in the template b. Review the Subject & Content of the message making changes where needed c. Verify the address d. Highlight any attachments to send to the applicant e. Press Send 5. Update Status on the Activity Page > Requisition Tab Step 5 - Record Results of the Interview The following steps allow for answers to interview questions to be tracking the system as well as for the interview evaluation questions to be captured. Capture Interview Question Responses 1. Find the Applicant 2. View the Application screen 3. Using the questions designated for the interview, capture the answers from the discussion with the applicant 4. Press Save Changes Capture Interview Evaluation Responses 1. Interviewer will view the Interview sent to him/her in step 4 2. Press the link to the evaluation form 3. Enter responses to the questions presented 4. Press Submit Visibility Software Procedure Guide: Daily Use Page 13 of 17

14 Move Applicant to next Step 1. Log into Cyber Recruiter 2. From the Inbox click on the applicant s name to open the Applicant File 3. If the Applicant should move forward in the process, change the status on the Activity Page > Requisition Tab and move to the next step 4. If not, change the status in the Activity Page > Requisition Tab, put in an appropriate note and communicate this to the Applicant. Visibility Software Procedure Guide: Daily Use Page 14 of 17

15 Hiring Process (H) Step 1 Request an Offer After an applicant is evaluated for a position, the designated person at the organization can schedule request an offer for an applicant. The wording for the Offer Request can be configured in the Admin section (Admin / Page Builder / Correspondence Templates / Standard Templates). 1. Find Applicant in Cyber Recruiter 2. View the Activity Page > Offers Tab 3. Select the approvers from the drop-down lists in the slots provided 4. Select requisition from the drop-down box 5. Enter Expiration Date, if applicable 6. Enter Job Start Date 7. Enter Requested Starting Salary 8. Add any notes, if applicable 9. Checkmark to first approver 10. Checkmark to Recruiter, if applicable 11. Checkmark to Hiring Manager, if applicable 12. Complete any additional questions, as applicable and available 13. Press Save Changes to start the approval process. Step 2 Approving an Offer Completing Step 1 will generate an going out to any necessary approvers designated. The approver can then view the information and respond accordingly. 1. Approver reads sent to him/her from Cyber Recruiter 2. Approver clicks on the hyperlink options in the to Accept / Deny the request 3. Approver types in a note as to why the response was selected 4. Approver presses Submit a. is sent to the recruiter b. is sent to the hiring manager c. is sent to the next approver, if applicable Step 3 Check References The applicant has the ability to provide the organization with reference contacts for the purpose of verifying his/her background, experience, integrity, etc. 1. Find Applicant in Cyber Recruiter 2. View References page 3. Press the edit icon to open the reference details 4. Based on the contact information, call the references and record feedback. a. If reference is unavailable, make a note in the Notes page and put in a follow up date to call back. Step 4 Make an Offer Offer Letters can be created in Cyber Recruiter as mail merge documents. 1. Find Applicant to Generate Offer Letter For 2. From the Inbox, click on the applicant s name to open the applicant file 3. Create Offer Letter a. View the Activity > Offer screen b. Click Edit c. Click to Create Letter Visibility Software Procedure Guide: Daily Use Page 15 of 17

16 d. Select the Letter Template to use e. Press Next f. Review the information and make changes where necessary g. Select to Print using the print icon that is part of the HTML editor h. Press Save Change to save the record i. letter to the Applicant? i. Yes 1. Press Letter 2. Select template from the drop-down 3. Verify the information 4. Press Send ii. No 1. Move on to Step 3 Item 4 4. Update Status on the Activity Page > Requisition Tab Step 5 Applicant Accepts - Record the New Hire When an applicant accepts a position, the new hire process can begin. The process detailed below is set in the Admin section and may have all of the items listed below or just some of the items. Marking the applicant as HIRED for a position will add his/her name to the Filled by list for this position on the Main page of the requisition. Marking the person as HIRED Overall will change his/her view of the Self Service system. Electing to close the requisition with this process will change the status of the requisition to Closed and will fill in the Closed Date on the Main page of the requisition. 1. From the Applicant Menu, select Process New Hire 2. Find the Applicant 3. Select the Requisition for which this Applicant is being hired a. Change the Overall Status, Requisition Status, Dates, and Close the Requisition (this will pull the job from the website so no further applicants can apply) 4. Review the other Applicants connected to this position a. Mass change the status for these applicants b. Mass that he/she was not selected 5. Review the Applicants contact information a. Enter in the new company address if applicable b. Review any other EEO information which may have been gathered. 6. Send other users a message a new hire has been added and to look for additional paperwork 7. Send an to employees notifying the group of a new hire 8. Send an to the new employee with any additional information which needs to be communicated. 9. Create an employee record using the HR system pages Step 6 Remove Requisition from Websites From Supported Job Boards Job boards supported by Cyber Recruiter require a new file to be uploaded with the requisition to remove no longer listed. 1. Re-post to jobs Job Board a. Select Requisition b. Select Job Boards c. Select Job Board to send to (Monster, HotJobs, etc.) d. Select to send based on individual selection 1. Highlight which statuses to send 2. NOTE: highlight all jobs that should currently be posting ensuring closed requisitions are not listed e. Press Preview f. Press Submit Visibility Software Procedure Guide: Daily Use Page 16 of 17

17 From Other Job Boards If the job board to post to is not currently a job board supported with a link from Cyber Recruiter the information can still be posted to the site. This will require the user to go to the site for the job board and to enter in information from Cyber Recruiter. 1. Open a new web page 2. Go to Job Board Site 3. Log into site with user name and password 4. Select to post a new job 5. Based on the specification of the site, remove this job from the current listings. Visibility Software Procedure Guide: Daily Use Page 17 of 17