FAQ

If you have the ‘republish feature’, you can go to your jobs list and select ‘expired offers’. Next, choose to republish these on the right hand side. This will also deduct a credit from your remaining balance.

We don’t recommend posting duplicated offers, as it can make candidates less interested if they see that the same offer from a company has been posted several times.

If you have the ‘refresh feature’ active, your offers will automatically be sent straight back to the top of the jobs list every 7 days.

‘Refresh’ is done every 7/8 days and will not cost you a credit, whereas ‘republishing’ an offer uses a credit, as you are putting an old offer back on our website as a brand new offer.

You can find these on your ‘jobs list’. If you choose the options ‘Expired’ or ‘Deactivated’, you will get a new list of all of your previous offers that are no longer active on our website.

No, it is not obligatory to include the salary range for the position. However, we highly recommend including this detail in the job descriptions, as candidates are more likely to apply for offers where they are aware of what kind of remuneration they can expect. Inquiries about salaries for certain positions are among the most frequently asked questions from the candidates.

Additionally, we increase the popularity of certain offers by publishing them on the job boards of universities that cooperate with us all over Europe. Many countries, such as Germany, Austria, or Sweden, impose a law that only allows offers where the information about salary is public to be made available for students. Adding the salary range to your job description will make it possible for us to share your offer with a broad pool of young, talented candidates.

You can add up to 4 languages in a job offer, but we recommend adding less. There is also a max of 2 mandatory languages per offer.

Mandatory: Only candidates with the selected level of the language will be able to apply. If you put two mandatory languages, candidates must speak both of those languages at the required level.

Optional: Candidates with that language will be able to apply. We recommend using it when posting offers with more than one language and when recruiters can be a bit more flexible with the level of the language.

You should always publish your offers in English. This is because most searches made by candidates are in English. If your offer does not contain English keywords, then most likely it will not appear in the search, even if your offer is addressed to your target group in their native language.

You aren’t able to preview your offers, however you can edit the job offers at any time after publishing (except the title).

You should select the location described as ‘Work From Home’, unless they need to be in a specific country. The ‘Work From Home’ option will be understood by candidates as a position that can be done remotely from anywhere in the world (compared to setting the location to eg. ‘Remote, France’, which will let the candidates know that while it is a work-from-home position, it can only be performed within France). It is good to specify this further in the job description as well to avoid confusion.

To only receive applications from candidates inside Europe, you need to choose “Living in Europe” in the Receive Applications filter in your job offer. To receive all candidates, you can use the “Worldwide” filter.

Yes. This filter will highlight that your job offer provides a Relocation Package to the candidate. We recommend stating in the job offer what the Relocation Package entails exactly, as it can differ depending on the company. Candidates are more likely to apply for a position if they are aware of precisely what benefits are included.

Yes, you can change the email address for each individual job offer that you post. The default email will be the login email address.

Any new applications will automatically come through as ‘Incoming’ and can be changed at any time to:

Incoming - The pool of candidates that have applied to your job offers and fulfil your requirements.

Process - The recruiter is viewing their application.

Finalist - They have been selected for the vacancy/final round of interviews.

Discarded - The recruiter is no longer interested in this application.

Irrelevant - The candidate did not meet the specific criteria which was asked by the Screening Questions or the Receive Applications filter.

Total - The total number of candidates that applied to your job offer.

When you change the status of an application, the candidate will receive an email informing them of the change. They will also be able to see their new status in their personal ELJ account. However, “Irrelevant” candidates will not be informed of their status.

You can change your login details by going to the ‘Account Information’ tab in your company’s profile. Here you can change the login email address, the password for the account and the general company information such as the address.

Yes, we offer a Client Management System where you can choose the logo which you would like to publish with a specific offer.

We do offer URL Redirection, however this can give you less results as candidates may get discouraged or confused by having to fill out another application. If this is something that you’re interested in, please get in touch with your Account Manager who will be happy to help you.

Of course, we currently work with Broadbean, Logic Melon, Bizneo, and SAP.

Yes! We can integrate ELJ and your company’s platform in order for you to receive the CV’s directly there. If this is something that you’re interested in, please get in touch with your Account Manager who will be happy to help you.

If you have a monthly pack, any credits that you don’t use will not be transferred into the following month.

If you have individual credits, this will remain in your account for 1 year.

As credits are equal to 1 job posting, once a credit is used, you cannot get it back. You are able to edit everything on an existing job offer except the title, however you can’t delete a job offer and post a new one using the same credit.

We have a daily posting limit of 10 job offers per day per company in order to keep the offers varied on our website.

We do offer a CV Search feature. If this is something that you would be interested in discussing, please get in touch with your Account Manager and they will be happy to provide more information about the feature and pricing.

For more information: https://www.europelanguagejobs.com/blog/cv-search-tips

If your services include our ‘Screening Questions’ feature, make sure to add these to your job offers as they can help to deter irrelevant candidates from applying.

When adding screening questions, you must always set a threshold (it can be any number you like, however we always suggest using 1, 5 or 10). The answer ‘Yes’ must have a number higher than, or equal to the threshold, meaning that candidates who choose this answer will have enough points will still be considered. The answer ‘no’ must be below the threshold so that candidates who choose this answer will automatically be discarded as they did not score the sufficient amount of points.

For more information: https://www.europelanguagejobs.com/blog/screening-questions-tips-for-companies

We now have a cloning feature which will save you a lot of time if you’re publishing offers that are similar to each other. You can clone existing offers, meaning that you won’t have to type the same information out all over again

We are leaders in Social Media, with +350,000 followers across our many channels – LinkedIn, Facebook, Twitter, Instagram, TikTok, and even specialised sites such as Xing for German speakers. Our Marketing Team uses these platforms to provide information about ELJ, promote international vacancies, and attract new candidates through our campaigns.

Not only can you receive monthly reports of your account/job offers, you can now see individual reports and statistics per offer. This will make it much easier to assess how well each individual job offer is doing on our website.

For more information: https://www.europelanguagejobs.com/blog/dashboard-tips-for-companies