Recruitment and offers

A Job Requisition identifies the position, job title, department, location, hiring manager, recruiter, headcount, target start and salary range. Recruiter uses it as the anchor for the applicant pipeline. The requisition moves from draft into review, approval, open recruiting and a filled or cancelled outcome. Hiring Manager can inspect the requisition and its linked applications, candidates and interviews without taking over the recruiter’s record work.

A candidate can be linked to an application for a particular requisition. That distinction matters when someone is considered for more than one opening. The application carries its own number, applied date, recruiter and stage. Interviews then connect to the application, with a scheduled time, interviewer, status, rating, recommendation and feedback.

• Opening. Recruiter prepares a Job Requisition against a real position and keeps the hiring manager and expected headcount visible.
• Assessment. Candidates, Applications and Interviews preserve who applied, which opening was considered and what interview evidence was recorded.
• Decision. Offers carry the candidate, application, position, salary, currency, start date and approving employee.

The stages let the team separate an applicant who has only applied from one in a phone interview, onsite review or offer. A rejected application has a reason and date. A withdrawn application remains distinct from an employer rejection, which matters when the recruiter explains the pipeline.

Set the requisition owner and the pay grade range used at offer review. Decide which authorized person approves an in-range offer and who handles a salary outside the range. Confirm how an external signature service returns an accepted or rejected response; the offer record has status, signed date and expiry, while any signing connection needs its own tested handoff. Agree when the recruiter closes a filled requisition after a candidate accepts.

Start with an open position for a department. Prepare its requisition and record the authorized approval before marking it Open. Add a candidate and application, then capture a completed interview and recommendation before advancing the application. Draft an offer with a proposed salary and start date. Compare that amount to the position’s grade range. After the authorized decision, record the offer as Sent, then Accepted if the candidate agrees. Verify the application is Hired and the opening is Filled, while the accepted person is ready for HR’s employee start work.

• Open requisition board — Approved, open and on-hold openings with their recruiter and position visible.
• Applications in review — Applicants grouped by their actual stage and linked requisition.
• Offers awaiting approval — Proposed offers needing a salary and position decision.

See the requisition to employee process and prepare the first employee transition.