Job components

You can use job components to group jobs in your organization. You can define these groups by function (position categories) or their place in the organization (job level or job family). Job components also let you set up other codes that can be selected on a job record.

You can use these options to categorize jobs:

Note: 

You can associate one of each of these components to a job.

  • Job levels

    Examples: Sr. Executive, Line Manager; Professor, Associate Professor

  • Job families

    Examples: Finance, Legal

    Compensation might use this to assist with salary survey completion.

  • Position categories and position subcategories

    Typically, the HR administrator and the Talent Acquisition recruiter administrator define position categories and position subcategories. Job components are used on job boards so job seekers can search by position categories.

    Example of position category: Human Resources

    Examples of subcategory: Recruitment and Compensation

    In Talent Acquisition, the requisition inherits the position category and subcategory associated with the job.

You can also set up these job components:

Note: 

A job can be associated with more than one of each of these components.

  • Country attributes

    Some countries may require country-specific information on some job records. Job country attributes are used to store this type of information.

    Examples: Census code (Canada), EEO1 (US), and Industry Group (UK).

  • Working condition type

    Examples: Travel, physical, and so on.

  • Working conditions

    Examples: Travel - some travel required; Travel - overseas travel; Physical - heavy lifting, Physical - no special demands.

After a job component is attached to a job, it cannot be deleted. To prevent new jobs from using that component, you can inactivate the component.