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:

• 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:

• 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.