Recruiting and onboarding

A requisition names the position, job title, department, location, hiring manager and intended headcount. HR Manager can inspect the opening before it moves from pending approval into approved or open work. Candidates are held separately from applications, so the team can preserve a person’s contact record while examining the application for a particular opening. An application carries its stage, applied date, recruiter and any rejection reason.

Interviewers record a scheduled interview, rating, recommendation and written feedback against the application. An offer connects the candidate, application and position with salary, currency, start date and approval state. Onboarding checklists then hold tasks for the employee, with a category, assignee, due date and completion status on each task. These are connected records for a handoff that can be checked by people at every step.

• Opening. The position and requisition connect hiring demand to department and manager context.
• Selection. Candidate, application and interview records show who applied, when they were assessed and what recommendation was recorded.
• Joining. Offer, employee and checklist records give HR Manager a way to inspect the accepted terms and open tasks.

Set the owner of each requisition and decide who can change its approval status. Agree when a candidate can be contacted, using the candidate’s contact preference before any outreach. Set who records interview feedback and who checks the salary against the position and pay grade before the offer is sent. The offer has an approver reference and approval status; assign a person to that decision rather than treating the status as a formality.

Choose checklist templates and task assignees for the hospital’s IT, facilities, payroll, HR, compliance and training handoffs. The task category and due date help the team see which handoff is waiting. Compare the accepted offer’s candidate, application and position with the new employee’s assignment before attaching the checklist to that employee.

Open a requisition for an approved position in a clinical department. Put one candidate’s application through screening and a scheduled interview. Ask the interviewer to record the rating, recommendation and feedback. Compare the offered salary and start date with the position before the approver records a decision. Once the candidate accepts, create or verify the employee record and attach an onboarding checklist. Review every task’s assignee and due date, then check that payroll sees the intended calendar and HR sees the intended department.

• Requisition approvals — Openings waiting for the HR Manager’s decision, with position and headcount visible.
• Offer approvals — Offers awaiting review with candidate, position, salary and start date.

See recruiting to employee and time to payroll.