Recruiting and offers

Recruiter records a requisition for a position and tracks its approval and open status. The requisition identifies the hiring manager, department, location, target start date, headcount and salary range. Candidate records hold contact and sourcing information. Each application links a candidate to a requisition and carries the stage of that particular attempt, so a person can be considered for more than one opening without conflating the decisions.

Hiring Manager can read the requisition and candidate pipeline. Recruiter enters applications, interviews and offers. The offer connects the candidate, application and position, with a base salary, currency, start date, approval state and signing date. Admin should compare the offer with the position’s pay grade and obtain the appropriate pay decision before it is sent.

• Openings. Requisitions connect planned headcount to a named position and hiring manager.
• Selection. Applications and interviews show a candidate’s stage, assessment and recommendation.
• Commitment. Offers record proposed pay, approval, sending, acceptance and signature state.

Decide when a requisition is ready for review and who records its approval. Agree how the recruiting team will distinguish a held opening from a cancelled one, and how an approved opening becomes open for applications. Set a consistent practice for candidate contact restrictions and duplicate candidate records. Recruiter should check a candidate’s existing record before creating a new one.

For interview feedback, agree which interviewer enters the rating and recommendation and when the application may advance. The interview record has a scheduled date, status, rating, recommendation and feedback. Keep access appropriate for candidate information. An offer needs a responsible reviewer and an explicit pay decision; the recorded approval and signing dates are useful only when the team enters them at the actual decision point.

Start with an open operations position and a requisition with a named hiring manager. Create a candidate and application, then enter a completed interview with its recommendation. Follow the application from applied through screening and interview stages. If the team rejects it, use a recorded rejection reason and date. For the successful case, prepare an offer linked to the same candidate, application and position. Check its salary against the relevant pay grade, record the decision and confirm the eventual accepted state before creating the employee record.

Review the unsuccessful and accepted cases side by side. The requisition should tell the reader whether the seat remains open or has been filled. The candidate history should still show the application and interview evidence, while the people record should identify the accepted hire’s position.

• Requisitions awaiting decision — Openings queued for a recorded review.
• Recruiting pipeline board — Applications grouped by their active stage.
• Offers awaiting decision — Drafted compensation commitments requiring review.

Follow the opening to accepted offer process and the hire to onboarding process. Prepare the first pilot in implementation.