Hiring and onboarding

Hiring begins with a requisition for a position, department, location and expected start. Hiring Manager and HR Manager can track an opening through applications, interviews and offers. A candidate’s application connects the person to the specific opening; an interview adds feedback without replacing that link. An accepted offer can be followed by an employee record and dated onboarding checklist.

For seasonal teams, the target date matters as much as the number of openings. Keep the application and offer attached to the intended position so an accepted candidate does not get counted against another hotel opening.

• Opening. Hiring Manager records the position, department, location, openings and target start date.
• Selection. Applications retain candidate and requisition links; interviews hold the scheduled event and feedback.
• Start. HR Manager connects the hired employee to a checklist and assigns dated tasks to named employees.

Agree who reviews an opening and who decides an offer before recruiters begin. Check the position and department on the requisition. Assign a recruiter when an opening has multiple candidates. Decide how interview feedback is recorded and who can view it.

For onboarding, choose a checklist start date and task due dates that match the employee’s actual start. The assignee should know whether a task is pending, blocked or completed. Check the accepted offer, candidate and employee together before marking the hiring case complete.

A rooms department needs a front desk employee. Hiring Manager opens the requisition for its position and target start, then HR Manager reviews it. Candidates apply to that requisition; interviewers record their feedback. Hiring Manager selects a candidate and checks the offer’s position and salary before approval. HR Manager then links the new employee to an onboarding checklist.

If the candidate declines, keep the rejected offer outcome and return to the remaining applications. Do not create a completed onboarding case for that candidate. If a task is blocked before the start date, assign the person who can resolve it and keep the checklist status visible to HR.

• Recruiting pipeline — Applications grouped by stage and linked to their requisitions.
• Hiring approval inbox — Openings waiting for an HR decision.
• Onboarding work — Pending, active or blocked tasks with assignees and due dates.

Follow the process to rehearse the handoff, then review the data model and roles for the linked records and responsibilities.