Hiring and onboarding

Hiring and onboarding brings the relevant source records into one operating path. A candidate accepts an approved offer for an open position. Recruiter records acceptance and the application outcome. HR Business Partner confirms the person and starting assignment. Admin records checklist follow-up actions with categories, assignees and due dates. The person link, effective date and current status give the next team a way to understand the decision without relying on a typed name or an email thread.

A preparer should check the record before handing it off. The reviewer needs the source dates and amounts in context, plus the authority to return a disputed item. When a correction is needed later, the team should retain the original record and explain the new effective value.

• Prepare. Recruiter starts with approved offer, new employee and arrival tasks and checks the employee link.
• Review. The assigned reviewer checks the record and its dates before a downstream team relies on it.
• Follow through. A candidate accepts an approved offer for an open position. Recruiter records acceptance and the application outcome. HR Business Partner confirms the person and starting assignment. Admin records checklist follow-up actions with categories, assignees and due dates.

Agree requisition and offer approval authority, the point when a new person becomes active, and checklist task owners. Keep candidate and employee histories connected without rewriting the hiring decision. Define which person owns initial entry, who makes the decision, and which point closes further routine edits. Review the same rule for a normal cycle and a late correction. If the relevant employee changes role or department, keep the source period understandable to the next reviewer.

Use a representative worker and one pay period to settle the convention. Enter a real date range, assign a responsible reviewer and inspect the resulting status. The team can then compare the source against the next record before broadening access to everyone.

A candidate accepts an approved offer for an open position. Recruiter records acceptance and the application outcome. HR Business Partner confirms the person and starting assignment. Admin records checklist follow-up actions with categories, assignees and due dates. Ask the recipient to find the source record using the person and period, then explain what was accepted and what would be returned. Rehearse a rejected or corrected version as well. A decision is useful only when the preparer can see what to change and the next team can tell which value is final.

• Open requisitions — Open positions with the hiring manager and recruiter.
• Active people — Current people and their assignments.

Read hours and leave, payroll, the data model and roles to rehearse the complete path.