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Best ways of managing your job post

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We’ll get you up to speed on how to make the most of your job post with our handy little guide!


  1. Job title
  2. Job description
  3. Matches
  4. Applicants
  5. Filtering Candidates
  6. Shortlisting and Contacting Candidates
  7. Interviews

Job title – Keep it simple!

  • The Job title is the first thing a potential candidate will see as they skim through their matches and the list of job opportunities on the app.


  • Use a clear job title and do not mix multiple roles or levels eg. Junior/Senior. Candidates can be put off applying if it’s unclear what the job is or whether they are at the right level.
  • Avoid unnecessary information, jargon, acronyms, abbreviations or job titles.

Job Description – brief is best 

  • Make sure the job description is no longer than 400 words and try to keep it brief. Outline the role and what the candidate will be expected to do. Avoid unnecessary information and include a concise description of the venue with info relevant to the role. Eg. Bartender – Let them know you have a fantastic marble-topped bar!
  • List the benefits of the job – eg. free meals, great working environment, regular breaks . Let the candidate know why they should want to work with you!
  • Fill out your job requirements properly. This will appear at the bottom of the job post and help us filter your candidates further.
  • Proofread your post! Spelling errors look unprofessional and can heavily affect your chances of attracting quality staff.  Ensure that it is easy to read – separate blocks of text and use bullet points where possible.

To view your latest job post from the candidates’ perspective, follow these steps:

  1. Go to ‘account settings’
  2. Click on ‘my profile’. Your most recent job post will be shown here from the candidates’ perspective. Please see below for example:


Matches are candidates who are suitable for your job role (based on previous experience, personality traits etc.) You can filter these candidates and shortlist your favourites. This can be done simply by clicking ‘shortlist’ on each candidate you like (see below). If there is a candidate you don’t think suits your role, you can ‘hide’ them and they will no longer appear as an option.


Applicants are candidates who have applied directly to your role. They may, or may not be suitable for your role but have shown a keep interest. You can also ‘hide’ or ‘shortlist’ them

Filter your candidates

Our filters are there for you to narrow down, or widen , your selection of suitable candidates for your role. To access your filters, click on ‘matches’, or ‘applicants’ and you will find filtering options on the right-hand side. You can filter based on various factors:

  • Match level – This filter allows you to narrow down candidates based on how suitable they are for your role. This is based on how well they match your job description.
  • Distance from venue – This filter is based on how far the candidates live from your venue.
  • Late night shift – If you often need your employees to do late-night shifts or stay behind after hours, then this filter is for you. Choose the hour that you would like your employees to work until.
  • Languages spoken – If you require your employees to be able to speak a language other than English, use the ‘languages’ filter to find suitable candidates.

As shown below, filters are available on the right-hand side of the screen. Once you have chosen your filters, make sure you press the yellow ‘filter’ button. The more filters you activate, the smaller and more accurate your candidate pool would be.

Shortlisting and contacting candidates .

  • Group message your shortlisted candidates. After you’ve shortlisted your favourite candidates, go into ‘shortlist’ on the left-hand menu. Here you can group message your candidates.

  • In the message, we recommend keeping it brief. Break the ice and show your interest in the candidate. Tell them you like their profile and think they could be a great match. This is also a chance to ask them a question or two before meeting them.
  • Give them a call. Candidates’ phone numbers are displayed on the bottom of their profile for you to contact them directly. We find that a brief call with candidates helps to gather more information about them and makes it easier to schedule those all-important  interviews. We strongly recommend this for senior roles and chef roles.

Scheduling interviews and candidate rating

  • As shown below, you can also invite candidates to an interview by scrolling to the bottom of the selected candidate profile and clicking ‘invite to an interview’ .

  • Here it will also tell you how many interviews the candidate has had previously or how active they are in searching for a job. If a candidate fails to respond by the evening before (if the interview is in the morning) or by the morning of the scheduled day, the interview will be automatically cancelled. This is to save you time waiting for someone who isn’t going to show up.
  • It’s also important to remember to give the candidates time to respond. Many of them may currently be working and therefore may not have time to respond to your message or interview request immediately.
  • Sending candidates a messages alongside your interview invitation increases the likelihood of the candidates accepting by 50%

  • If a candidate accepts the interview request and fails to turn up, it’s essential that you rate them using a candidate rating system. You can also rate the candidate based on what they were like and how successful the interview was.