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- Background Checks
- Who it's for
- Growing people teams
Growing people teams
When openings arrive quickly, the first risk is losing the decision behind each role. A requisition identifies headcount, pay range, hiring manager and recruiter before applications begin. An application then belongs to that particular opening, and each interview keeps its own recommendation. Recruiter and HR can follow the work without treating a candidate pool as a list of approved hires.
How Background Checks is set up for you
Opening discipline
Review the seat and headcount while the requisition is awaiting approval. An Open status tells Recruiter which vacancy is ready for intake.
Candidate reuse
Keep the candidate's contact and source in one record, with a separate application for each requisition. Check do not contact before outreach.
Offer control
Link the offer to the intended application and position. Review salary against the position's pay grade before recording approval.
Start ownership
An accepted offer should lead to an employee record and a checklist with task assignees and dates. Recruiter can hand off the outcome without owning every start task.
When openings arrive quickly, the first risk is losing the decision behind each role. A requisition identifies headcount, pay range, hiring manager and recruiter before applications begin. An application then belongs to that particular opening, and each interview keeps its own recommendation. Recruiter and HR can follow the work without treating a candidate pool as a list of approved hires.
Choose one hiring manager, one recruiter and a small set of open positions. Put the department and location records in place first, then rehearse an ordinary approval and a request that remains pending approval. Bring an existing candidate through a second application to confirm the two opportunities stay separate.
Use one accepted offer to test the transition into onboarding. Compare candidate, application, offer, employee and position links. Give an IT task and a Payroll task to different assignees, then check how blocked work is found. Agree who updates the requisition when the planned hire changes start date or declines after an offer was sent. That decision matters more than the volume of open roles.
Features to start with
Roles on the team
- Employee
- Self-service record entry on leave, timesheets and goals; read-only on pay, benefits and performance.
- Hiring Manager
- Read-only visibility into requisitions and the hiring pipeline.
- Recruiter
- Record entry across the hiring pipeline; read-only on employees.
- HR Business Partner
- Record entry on people and performance tables; read-only on pay and benefits.
- Admin
- Superuser: full record CRUD on all 33 HRMS tables, plus every view, report and app setting.
Set up Background Checks your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.