# MJX Hire best practices — a weekly hiring routine

> How good schools and offices run hiring in MJX Hire: clear jobs, a daily inbox check, quick replies, fair screening and a weekly review.

Source: https://pathshala.mjxtechnologies.com/docs/hire/best-practices/

These are the habits that make hiring in MJX Hire fast and fair. They work for a school hiring two teachers a year and for an office hiring every month.

## Before you post a job

- [ ] Write a clear **Job title** people search for ("Maths Teacher (Class 9–10)", not "Faculty – M").
- [ ] Fill **Place**, **Type** and **Work mode** — job boards rank complete jobs higher.
- [ ] Write 3–8 **Requirements**, one checkable thing per line. These drive the [ATS match](hire/ats-matching).
- [ ] Add 2–4 **Questions for applicants** with the answer the job needs (for example "Do you have a B.Ed?" → Yes). They flag, they never reject.
- [ ] Set a **Last date to apply**.
- [ ] Decide whether to **Show the salary on the job page**. Jobs with a salary often get more applicants.

## Every day (10 minutes)

- [ ] Open **Recruitment** and press the **New this week** tile.
- [ ] Open **Answers to check** on each job and look at the flagged answers.
- [ ] Move each new person: **Screening**, **Shortlisted** or **Not selected**.
- [ ] Reply to shortlisted people the same day with the **Shortlisted** message.
- [ ] On Pro, tick the people in **Screening** and press **📞 Call them with AI** — answers are on the profile by the afternoon.

## Every week

- [ ] Check **Interviews coming** and make sure every interviewer has the invite.
- [ ] Ask interviewers to fill **Feedback due** on **My interviews** within a day.
- [ ] Look at **Offers out**. Follow up on offers that were opened but not signed.
- [ ] Check **Where applicants came from** on each job. Put more effort into the boards that bring good people.
- [ ] Close or pause jobs that are filled, so candidates do not keep applying.

## When you make an offer

- [ ] Ask for documents early with **+ Ask for documents**; let candidates use **Verify with DigiLocker** for PAN and Aadhaar.
- [ ] Use **Fill a common split** and check that the break-up adds up to the CTC.
- [ ] Press **Preview** before **Release** — a released letter cannot be changed.
- [ ] Need to pause? Use **Put on hold**, not withdraw.
- [ ] When they join, **Mark as joined** and **Make … an employee** the same day, so their login is ready.

## Fair and safe hiring

> [!IMPORTANT]
> - Treat the ATS match and AI scores as reading aids. A person always decides.
> - Never ask for age, religion, caste or marital status in screening questions.
> - Ask only for the **masked** Aadhaar, never the full number.
> - A small name difference on DigiLocker (after marriage, a middle name left off) is not a reason to refuse anybody.
> - Keep the reasons you type ("Why not selected?") factual — only your team sees them, but write as if the candidate could.

## Working with agencies

- [ ] Give each agency only the jobs it is good at.
- [ ] Publish your **Agency terms** (fee, payment days, replacement period) before you invite anyone.
- [ ] Request contact only for people you will interview.

## Related

- [Troubleshooting](hire/troubleshooting)
- [FAQ](hire/faq)

## Questions people ask

### How often should I check new applicants?

Once a day. Open Recruitment, press the New this week tile, and move each new person to Screening, Shortlisted or Not selected.

### How many requirements should a job have?

Three to eight clear, checkable ones. They drive the ATS match, so keep "nice to have" items in the description.

### Should I tell people they were not selected?

Yes. Tick "Also email each of them the polite 'not selected' message" when you move them. It keeps your name good with job seekers.