Recruiting

Recruiting begins with a position and a job requisition. The requisition names headcount, target start, hiring manager, recruiter and the position to fill. Recruiter keeps the status current as the opening moves from draft through approval, open recruiting, hold or filled. A hiring team can therefore discuss a specific seat and salary range rather than a general vacancy.

Candidate records hold identity, contact details, source and the choice not to contact. An application links one candidate to one requisition. Its stage shows whether the person has applied, entered screening or interviews, reached offer, been hired, or left the process. Interviews sit under applications and name an interviewer, schedule, type, recommendation, rating and feedback. The recruiter can compare the interview record with the application’s stage before moving the candidate.

• Opening. Position and requisition records carry the seat, headcount, hiring manager and pay context.
• Candidate. A candidate can be linked to an application for a specific opening, with an identifiable source.
• Decision. Interviews record recommendations; offers record salary, currency, start date, decision state and the approving employee.

Agree who is allowed to submit and decide requisitions, and who records an approved offer. Recruiter maintains pipeline records; Hiring Manager reads requisitions and candidate records. HR Business Partner maintains positions and employee records. Name the people who decide openings and offers before the first hiring cycle.

Set the pay grades and position references before pricing offers. The offer carries a salary and position; the pay grade supplies the range for a human check. Send a salary outside that range to CHRO / VP People for the senior compensation decision. Also agree whether candidate contact restrictions require a separate intake check, and how long interview feedback is retained.

Use an open engineering position as a rehearsal. Create a requisition for that seat with a hiring manager and recruiter. Record a candidate, application and scheduled interview. After the interviewer records a recommendation, check that the application stage reflects the team’s decision. Draft an offer with the position, salary, currency and start date. The approving person reviews those values against the position’s grade before the offer is sent. When the candidate accepts, HR Business Partner checks the intended position, manager, location and pay calendar. Activate the employee and record the hire event on the effective start date. Keep the offer and application references for later review.

• Open requisitions — Vacancies currently recruiting, with the owner, department and target date.
• Application pipeline — Active candidate applications arranged by their recorded stage.
• Offer approvals — Offers waiting for a salary and position decision.

See hiring to employee and employee change.