Recruiting and onboarding

A position identifies the seat, job title, department, location and headcount. Recruiter uses a requisition to track an opening, its target start date, hiring manager and recruiting status. Candidates and applications then carry the people being considered and their stages. The accepted offer holds the proposed salary, currency, start date and signature date before HR Business Partner creates or updates the employee record.

This chain matters for factory hiring where several workers may start close together. A requisition and application keep recruiting work distinct from the employee record. Once a worker joins, the employee ID becomes the reference for onboarding tasks, time, training and pay. HR Business Partner can trace the move from opening to active employment through the linked records.

• Demand. Positions and requisitions show which seat is planned and whether recruiting can begin.
• Selection. Candidates, applications and interviews retain application stage, scheduled discussions and recommendation.
• Start. Offers and onboarding checklists carry the accepted terms and assigned preparation work.

Onboarding tasks let the team name an assignee, category, due date and evidence for each action. Equipment, facilities, payroll and training preparation can therefore be followed as separate tasks under the worker’s checklist. The checklist status gives HR Business Partner a summary, while the task rows show who still owes a result.

Agree on who opens requisitions and how their headcount is checked against positions. Choose the person who approves salary and the rule for deciding when an offer is sent. Define the moment an accepted candidate becomes an employee and who enters the hire date. Set task ownership by category so each assignee, HR Business Partner and Payroll Admin understand their work.

An offer signature depends on the signing system or signed document process the company uses. Account provisioning and physical equipment are also owned by the relevant external teams. The checklist should refer to the evidence those teams return, and its completion should be checked against the actual work.

Start from an open operator position. Create a requisition with the intended department and start date, then follow one candidate through an application and interview. Inspect the offer’s pay, approver and status. When the person accepts, compare their employee record with the position and build the onboarding checklist. Open the tasks for facilities, payroll and safety training and check each assignee and due date.

Run a second case in which the offer is rejected or the start date changes. The recruiting record should remain understandable, and an onboarding task should not be treated as finished merely because a checklist exists.

• Requisitions ready for recruiting — Open requisitions with hiring manager, location and target start date.
• Onboarding tasks in progress — Assigned starter tasks that still need completion or review.

Use hiring and onboarding to rehearse the complete handoff, then training assignment for the worker’s first course.