Recruiting and onboarding

Hiring Manager raises a requisition against a position, job title, department and location. The requested headcount and target start date make the hiring intent inspectable. An approval decision separates a draft opening from one recruiters should work. Recruiter then associates each application with the requisition and candidate, so interviews and offers can be read in the context of the same role.

The application stage shows whether a candidate is newly applied, in screening, in interviews, offered, hired, rejected or withdrawn. Interview records retain the interviewer, scheduled date, rating, recommendation and feedback. Those observations support a hiring decision but do not replace an explicit offer approval.

• Opening. A requisition names its hiring manager and may name a recruiter.
• Candidate path. Candidate, application and interview records keep the selection history.
• Offer and start. The offer holds proposed pay, start date, approval state and acceptance outcome.

For an example, take a planned teaching seat at one campus. Hiring Manager confirms that it is open, raises a requisition for the department and requests approval. Recruiter receives a candidate application, arranges interviews and records the outcome. Once the preferred applicant has an offer, the approver checks its position, start date and compensation before it is sent. HR Manager creates the employee record only after the acceptance is known.

Decide which hiring manager approves a requisition and who approves pay on an offer. Define whether a candidate can have applications for more than one requisition. Keep candidate contact preferences and do-not-contact choices in the intake procedure. Interview feedback can contain sensitive information; agree who can write it and who may read it.

Map application stages to the actual recruiting process. An application marked offered must point to the right approved offer, and a hired stage should correspond to a real employee record. Decide how a withdrawn or rejected case is closed. Set due dates and assignees for onboarding tasks before the first hire, including the work that belongs to IT, facilities, payroll, HR and the manager.

Rehearse a single candidate from application through a completed interview. The hiring manager should find the interviewer’s recommendation without hunting through messages. Verify that an offer awaiting approval is visible to the decision maker and that its compensation matches the reviewed position. After acceptance, check the employee’s position and payroll calendar, then open the onboarding checklist.

An onboarding task should identify its category, due date, status and assignee. Ask the assignee to update one task and the HR Manager to inspect the checklist’s completion state. If a task is blocked, record that state instead of treating the checklist as finished. The transition from offer to employee should preserve the candidate and application history for later questions.

• Applications pipeline — Candidates by recruiting stage and requisition.
• Requisitions awaiting approval — Openings that need a manager decision before recruiting.
• Offers awaiting approval — Proposed offers ready for a pay and start-date check.

Walk the hire and onboard process. Then check people and positions for the employee handoff and implementation for import order.