Recruiting and offers

A job requisition records the position, headcount and approval status. An application links a candidate to that requisition, while each interview carries its scheduled date and recommendation. An offer records proposed pay, start date and approval status. When a location needs another worker, Recruiter can follow the same position from approved demand through the candidate decision. Admin reviews the pending requisition and offer before Recruiter advances them.

• Starting record. Open the linked employee or transaction and verify its identifier and effective date.
• Decision owner. Give the record to the configured role that can review or update it.
• Next action. Keep the receiving record visible until its status and date reflect the completed work.

Recruiter works from a requisition record whose status is Open and uses its position and headcount as the hiring context. An application connects each candidate to that requisition. An interview holds the scheduled date, interviewer, recommendation and feedback. An offer then records the candidate, position, base salary, start date and approval state.

Agree who approves new headcount and who reviews pay against the position pay grade. Identify the recruiter responsible for each open requisition. Decide which interview recommendation is sufficient to advance a candidate. Start with one representative employee and one real operating cycle. Name the person who checks the result and the person who is allowed to change it. Decide when a handoff is complete and what information the receiving team needs.

These agreements make a status meaningful in daily work. If the team cannot tell who receives the next action, assign the owner before adding more records. Review access with a normal user for each role, especially where a worker’s personal or pay information appears. Keep a correction path for an incorrect date or reference so the next cycle does not inherit the mistake.

Admin approves the requisition. Recruiter opens it, adds a candidate application and records the completed interview recommendation. Before sending an offer, the team compares proposed pay and start date with the position and approved requisition. After acceptance, Recruiter marks the application Hired and requisition Filled. Ask the receiving role to find the linked record in its normal worklist. Compare the employee, owner, date and status with the starting record. If one link is wrong, correct it and repeat the check before the next decision.

For an applicant who reaches the offer stage, compare the offer salary to the position pay grade and confirm the intended start date. An interview marked Completed without a recommendation needs review before the application advances. The accepted offer, Hired application and Filled requisition should point to the same hiring case.

• Open requisitions board — Review the records and status that require action in this area.
• Candidate pipeline — Open related records that need another owner or decision.

See requisition to hire, worker return and time to pay for connected decisions.