A large pile of CVs does not automatically make a successful recruitment. Candidates need to understand the job, know which company they are applying to and be able to send useful information. A clear advertisement saves time from the first conversation.
This guide covers recruitment on Jawb.ma: defining the need, publishing a vacancy, presenting your company, reviewing applications and arranging interviews. It also explains the place of tests, the CV directory and Boost options.
Watch the video: publish a vacancy on Jawb.ma
The video explains the publication steps. This written guide adds dashboard guidance and a practical approach to processing applications. The player includes captions and can be paused.
Read the video transcript
To post a job on Jawb dot ma, sign in to your recruiter account, then select Post a job. Select your company, or enter its exact name. This helps candidates identify the employer behind the vacancy. Choose the occupation, specialism, work location and contract. Specify pay, the experience you are looking for and the expected availability. Select at least three responsibilities and three qualities. Add languages and useful details to describe your recruitment needs accurately. Choose the application method. To manage applications on the website, select the Jawb form. Check the contact details for any other channels you enable. Generate the assisted draft, then review the title and content. Make any necessary corrections and confirm publication. Wait for confirmation before leaving the page. You can then find the job and its applications in your dashboard. Boost and Boost Premium are optional paid packages. You can purchase them separately to increase your job’s visibility.
1. Define the need before opening the form
Start with one sentence: “This person will be responsible for…”. If the answer combines three different occupations, clarify the scope first. A candidate should understand the main task and expected independence.
Prepare the occupation, any specialism, city, contract, experience, languages and desired availability. Describe the actual work location and expected travel. For pay, clear information about fixed and variable elements avoids unnecessary exchanges. Do not describe a conditional bonus as guaranteed income.
Separate skills needed on day one from those that can be learned. A reasonable set of criteria accommodates different backgrounds while maintaining standards on essential duties.
2. Make the hiring company's identity clear
Sign in to your recruiter account and check the company name before creating the vacancy. Use the identity candidates should recognise instead of a generic label such as “Company”. Also check contact details and the company associated with the vacancy when you manage several organisations.
In “My companies”, complete the description and useful business information. A consistent company page helps candidates understand your activity and find your public vacancies. Explain what your team does, its working environment and why you are hiring. Broad promises say less than real details.
3. Write the vacancy using the guided process
Open Post a job. The guided form helps identify the occupation and describe the need. In this process, select at least three duties and three qualities, then add the requested languages and context. Choose items that match the actual role, not merely those that sound attractive.
A useful duty starts with a concrete action: welcome visitors, handle customer requests, diagnose incidents or follow up quotations. Personal qualities should make sense in that work. Explain why organisation or accuracy matters instead of stacking adjectives.
Writing assistance can generate a draft. Review and edit it before publishing. Check conditions, benefits, dates and requirements. You remain responsible for the content: generated wording must not introduce a promise your company cannot deliver.
4. Choose how to receive applications
The application channel shapes your workflow. The Jawb form centralises applications recorded on the platform. If you select an external channel available in the process, arrange suitable tracking: activity outside Jawb does not necessarily appear in the same dashboard sections.
Avoid contradictory instructions, such as “apply only through the form” alongside requests to send a CV through three other channels. Candidates should know where to apply and which documents to prepare.
Before confirming, reread the page as a candidate: company name, title, location, contract, duties and response method. Wait for publication confirmation, then open the public page to inspect its presentation.
5. An example that gives candidates something concrete
“Motivated salesperson, good presentation, attractive salary” leaves many questions unanswered. A more useful description might say: “You will introduce our solution to businesses in Casablanca, qualify their needs, arrange demonstrations and follow up proposals. The position includes fixed pay and a bonus whose terms will be explained during recruitment.”
This fictional example must be adapted. Add your real conditions: travel, hours, languages actually used and onboarding support. An explicit title attracts better-informed candidates; capitals and superlatives cannot replace that information.
6. Understand your recruiter dashboard
Your dashboard brings together the following tools. Their relevance depends on the application process selected and the information available in your account.
Manage your recruitment
The dashboard summarises active jobs, applications and recruitment stages. The menu opens jobs, applications, CV library, interviews, messages, tests, boosts, companies, services and profile. Reopen the Tutorial from the header.
Where are the recruitment tools?
Identify your company
Enter your actual company name in General profile, along with contact details and a description. Save your changes. A specific name is required to publish an identifiable job; “Company” alone is not enough. You can also prepare email templates and set your Facebook preference. Account type can only be changed once: read the consequences before confirming.
Why is my company name required?
Manage several companies
In My companies, create and complete a profile for each company you represent. Select the correct company when publishing a job. Check its name and logo before sharing the listing.
How do I post for several companies?
Keep listings up to date
My jobs lets you open, edit and manage listing visibility. Use the available actions to renew or deactivate a job and check its status afterwards. Close listings once a position has been filled. Import adds listings, while duplication reuses a listing in another city. AI screening helps review applications without replacing your decision. Facebook sharing depends on active Meta permissions.
How do I remove a job that is no longer available?
Organise applications
Open Applications, filter by job and review each candidate. Update their stage in the tracking board, add useful information and use the relevant contact actions. Check the recipient before sending anything.
How do I track candidates by stage?
Explore the CV library
Use CV library filters to search by profession or location. Review available profile information and attached CVs. Contact people only in connection with a relevant recruitment need.
How do I search the CV library?
Schedule interviews
From an application in the Kanban board, prepare an invitation with the candidate, date, time and format. Add the location or meeting link and review before sending. Then check replies and upcoming meetings.
How do I schedule an interview?
Keep conversations organised
In Messages, select a conversation and reply to the relevant candidate. Mention the job and next step to avoid confusion. Email or WhatsApp conversations may remain in those external tools. The Online button in the header controls your live chat availability. Email templates created in General profile help you reply more quickly from applications.
Where can I find conversations with candidates?
Prepare a screening test
Open Tests to create and manage questionnaires. Write questions relevant to the role, check expected answers and share the test with the intended candidates. Assess results alongside the rest of the application.
How do I use tests during recruitment?
Choose a promotion
In Boost, select an active job and compare the displayed options, prices and durations. Payment is completed on Stripe. Promotion starts after payment confirmation; it does not guarantee applications or hires. Each paid option includes automatic publication on the Jawb Facebook Page. The status shows whether it is published or pending; a previously shared job will not be posted twice. Standard posting is free and promotion is optional.
Is posting free and do I have to buy a boost?
Present your services
In My services, use the available actions to create and manage your services. Describe the service, its terms and contact details clearly. Check the public listing after each change.
How do I manage service listings?
7. Review applications without overlooking suitable people
Before reading the first applications, define a few role-related criteria. Use the same framework for everyone: relevant experience, required skill, availability and ability to perform the duties. An unfamiliar CV layout does not automatically mean a weaker candidate.
Screening questions and tests can clarify a specific skill. Keep them short, explain their purpose and review results with human judgment. A score does not capture someone's potential or entire background. Do not disguise free client work as an assessment.
State the next step in messages and invitations. For an interview, specify the date, time, format and contact for scheduling problems. Update statuses so your team works from consistent information.
8. Use paid visibility at the right stage
Boost and Boost Premium are promotion options. Check the included services, price and duration shown before purchasing. Extra visibility cannot fix an incomplete advertisement and does not guarantee a hire.
If your package includes Facebook distribution, check its conditions and delivery status. On-site promotion and publication to a social network are separate outcomes to verify. Then assess the relevance of applications, rather than their volume alone.
Recruiter questions
Do I need Boost to publish?
Visibility options are separate from standard publication. Check the choices shown in your publishing process before confirming.
Can I correct a published vacancy?
Find it in “My jobs” and use the available actions. Check the public page after changing it. Close or deactivate a vacancy when the position is no longer open.
How can my company website display our jobs?
See the recruitment feed instructions. The public feed distributes vacancy information, not private candidate files. Application links should lead to the intended process.
Must I wait for candidates to apply?
You can also browse available CV profiles and start a relevant conversation. Always introduce the company, the role and your reason for contacting the person.
Ready to recruit? Prepare your vacancy, explore the recruiter features and consult the FAQ. Clear information and attentive follow-up already create a better experience for future colleagues.
Guide based on Jawb.ma workflows and tutorials, checked on 30 September 2026. AI-generated photorealistic illustration: fictional people and scene.