Phase 2: Job Posting

With the consolidation of the SEEK, Jobstreet and Jobsdb platforms, we have changed the way job ads are surfaced across our markets. Your job posting integration must be revised to ensure that it correctly interoperates with the SEEK API going forward.Job ads posted via the SEEK API are syndicated across our candidate websites, including seek.com.au , seek.co.nz , jobstreet.com  and jobsdb.com . Each website defaults to a market-specific location filter but candidates are able to manually search for international job ads.When your software retrieves the positionUri field in response to a PositionProfilePosted event, it will receive a localised link to the live job ad. This is based on the hirer’s country as configured in SEEK; a hirer based in Singapore is assigned a sg.jobstreet.com  link, while a hirer based in Australia continues to be assigned a seek.com.au  link.

Step 1: Understanding your scope

We have extended the following job posting features to satisfy regional requirements across the Asia Pacific. The revision is required even if you do not offer your recruitment software in these additional markets, as it includes changes to marketplace features that affect Australia & New Zealand hirers.
MarketFeaturesDetail
ANZAd Selection Revision
ANZJob Ad Preview / Branding
AsiaAccess to Asia features (Optional)

Step 2: Start building

The checklist below outlines best practices for integrating each job posting feature:

Locations

If you have already built a supported implementation option in your software you may skip this step.If your software maintains a static mapping from its internal location hierarchy to SEEK location IDs:
  • Review available options within our Location documentation
  • Implement API option most appropriate to your software
  • Remove static mapping
Locations documentation

Job categories

This change ensures that hirers are only presented with relevant categories and that those categories are matched to the region the job is being posted in.
  • Call the jobCategories query dynamically for each job ad, passing the current state of the ad in the positionProfile field
  • Ensure that all categories / sub-categories returned are visible and sub-categories are selectable by the hirer
Job categories documentation

Salary

Salary documentation

Ad selection

SEEK strongly recommends using the new Ad Selection Panel for your integration. It will significantly reduce development time and ongoing maintenance, as well as provide an up-to-date user experience for SEEK hirers.Ad Selection now requires the use of seekAdvertisementProductId. Using the deprecated seekAnzAdvertisementType will result in failed Job Posting create and update calls following the December 2024 retirement date.
  • Review available options within our Ad Selection documentation
  • If migrating from the previous Ad Selection Panel:
    • Update script tag and render function with revised props
    • Call render function on page load and when changes to positionProfile input are made
    • Replace any hard coded logic for brand selection / bullet point inputs with conditional logic based on features returned in onChange
    • Replace references to seekAnzAdvertisementType with seekAdvertisementProductId field when previewing, posting or updating the job ad
  • If using GraphQL integration:
    • Review the user experience guide and ensure that your implementation will meet our new requirements
    • Rebuild calls to use the new advertisementProducts query
    • Call query on page load and whenever the positionProfile input changes
    • Adjust UI to handle a variable number of products (we recommend accommodating 4) or provide a limit param
    • Ensure your UI pre-selects the ad product marked with selected if one exists (typically returned when updating a job ad or when using selectedAdvertisementProductId for rehydrating a draft)
    • Remove any hardcoded logic based on specific names or identifiers
    • Replace references to seekAnzAdvertisementType with seekAdvertisementProductId field when previewing, posting or updating the job ad
Ad selection documentation

Branding

  • Display selectable branding elements to hirer retrieved from Brandings query
  • Pass selected branding ID as part of positionProfile in preview, create and update calls
  • Ensure correct branding is displayed as selected during ad edit
  • Display branding selection based on ad product features
Branding documentation

Questionnaires

Note that the SEEK API does not allow Questionnaire’s to be modified once a job ad is posted. See the questionnaire immutability documentation for more information.
  • Review available options within our Questionnaire documentation
  • If you have previously implemented the SEEK Questionnaire Panel:
    • Update script tag and render function call
    • Remove any references to errorHandler
    • Update calls from SEEKQuestionnairePanel.save() to dispatchEvent('seek:questionnaire:save');
    • Update handling of errorCode / isError
  • If you’re implementing the SEEK Questionnaire Panel for the first time:
    • Add script tag to the page
    • Call render function on page load and when changes to positionProfile input are made
    • Handle browser token request
    • Call dispatchEvent('seek:questionnaire:save') prior to previewing, posting or saving a draft of the job ad
  • If you have an existing question library and are implementing our ATS Screening Questions functionality:
    • Implement the createApplicationQuestionnaire mutation
    • Post job ad with returned questionnaire ID
Questionnaires documentation

Job ad preview

If you have already built job ad preview then skip this step. However, you should review two other changes to the postedPositionProfilePreview query for Ad Selection and Questionnaire.
  • Display a button for hirers to click on to preview the job ad
  • Execute the postedPositionProfilePreview query to generate a job ad preview when the button is clicked
  • Ensure the full state of the ad is passed to the positionProfile argument
  • Open new tab or render iframe in the flow to the returned previewUri field
Job ad preview documentation

Access to Asia features

If you have hirers in Asia or hirers in ANZ wishing to post ads in Asia, you can enable job posting in our six Asia markets by supporting localised salaries and content.

Salary

  • Implement the Monthly pay interval
  • Display a shortlist of currencies for hirers to select
    • We recommend retrieving the shortlist of currencies from our currencies query to support further updates.
  • Pre-select the recommended currency based on job location

Content localisation

  • Send an appropriate Accept-Language header in GraphQL requests
Content localisation documentation

Step 3: Test your integration

Before you apply for SEEK Certification, thoroughly test your integration for the successful execution of the following acceptance criteria.
  • All other features and capabilities previously supported are expected to continue to work as-is and will not be negatively impacted by the Job Posting revision changes.
  • Hardcoding or storing of data for ad product features, locations or associated logic is no longer supported. Dynamic SEEK API calls MUST be used for retrieving all data to ensure all information is current and mitigate the risk of breaking changes rolled out by SEEK in the future.
FeatureAcceptance Criteria
Locations
  • Ability to dynamically search for and select a granular location (i.e. suburb level) for both ANZ and Asia locations. This applies regardless of the markets supported by your software.
  • (Optional) Ability to consume salary currency returned by SEEK API as part of the location query
Job categories
  • Ability to dynamically query and select a job category
  • jobCategories query successfully passes through the positionLocation variable (the list of job categories may vary per region, even between AU and NZ)
Ad selection
The ad selection revision should support the following, regardless of whether you support APAC markets or ANZ only
  • Ability to render up to 4 ad products
  • Ability to dynamically surface ad products based on job location to enable the different ad types offered in ANZ and Asia
  • Ability to dynamically enable features based on the selected ad product and what is allowed by the SEEK API (e.g. “Basic” ad supports brand selection of logo only, without cover image and key selling points)
  • For job ad edits, availability of upgrade / downgrade options entirely based on returned ad products from SEEK API (i.e. no hardcoded logic)
  • Ability to dynamically surface ad pricing currency based on hirer location (e.g. AUD for an Australian hirer, MYR for a Malaysian hirer)
Questionnaire Panel
  • Ability to view and interact with the revised questionnaire panel
  • Ability to select the hirer’s Privacy Policy
  • Questionnaire is saved and its ID is submitted when job ad is previewed
  • Questionnaire is saved and its ID is submitted when job ad is posted
  • When editing a job ad with an existing questionnaire, the Questionnaire Panel displays an error noting that questions are not editable once the job ad is live.
Brand Preview
This is optional if brand preview was previously implemented or if you are implementing Job Ad Preview
Job Ad Preview
  • Ability to preview the entire job ad and job search details in desktop and mobile mode, for both draft and update workflows
  • Ability to provide a preview of the screening questions included in the job ad
Salary type
  • (Asia only) Ability to select Monthly salary type
  • CommissionOnly salary type removed
Salary currency
  • (Asia only) Salary currency is pre-selected or defaults to currency of job location (e.g. HKD if location is set to Wanchai HK)
  • (Asia only) Ability to select from a list of SEEK supported currencies
Multiple hirer accounts
  • Ability to select from multiple SEEK hirer accounts when posting job ads
  • Unable to change the hirer account for a live job ad

Step 4: Certification

Before proceeding, make sure you have:
  1. Built the mandatory features detailed in Step 1 and Step 2
  2. Tested that the features work correctly based on the acceptance criteria in Step 3
If anything is missing from your current implementation, do not proceed further until you have implemented all mandatory features.

Applying for certification

  1. Plan to go through a step-by-step process of drafting, posting, updating and expiring a job ad. If applicable for your software, also include job scheduling and automatic re-posting processes.
  2. Record 2 to 3 videos that demonstrate the full user experience of the Job Posting flow indicated in the downloadable Test Steps Excel Workbook.
  3. Submit the video recordings and links to test jobs with your certification request to the Integration Service Desk .
Test Steps Excel Workbook
Note the following:
  • During your testing, enter the exact test data indicated and fully demonstrate the feature exactly as described in each step
  • Certification will only be granted by SEEK if we receive complete coverage of the test cases in your video submissions
  • SEEK will notify you if it identifies any issues with your integration
  • All issues must be resolved in order to obtain successful certification and prior to live deployment
  • For further review after making corrections, resubmit a new video to the Integration Service Desk 

Certification request

When submitting your certification request, include:
  • Your anticipated integration release date
  • The date you began recording the test case videos
  • Links to the test case videos
  • URL for the test job ad posted to www.seek.com.au (this will appear as expired after completion of the test cases)
  • URL for the test job ad posted to www.jobstreet.com.my (this will appear as expired after completion of the test cases)

Video requirements

  • Each video should not exceed 10 minutes
  • The video file must be downloadable
  • The video file format should be MP4 video format
  • The file name must follow this format: Partner Name_JP_CertGroup.mp4

Step 5: Release

Once your build has been certified, you are ready to release subject to completing the below steps.Allow a 1 week lead time to allow for these steps to be completed.

1. Confirm your release plan

  • Advise SEEK of your planned release date.
  • Advise SEEK of your customer release communications approach including when they are sent to hirers.

2. Submit release communications for approval

  • SEEK’s Release Pack includes release messaging and branding assets, which will be made available to you once your build has started. Using the Release Pack you can easily develop content that showcases the new value you have created for our mutual hirers.
  • Before you share your content with hirers, provide it to SEEK by emailing APIImplementation@seek.com.au  so it can be approved.
  • SEEK will review your messaging within 2 business days. Once approved, you are ready to publish it!

3. Confirm your release

  • On the day of release, confirm with us that the release has been successfully completed.
2023 Job Posting revision: 1. Developer Dashboard
2. Job Posting: Locations