Recruiting and offers

A requisition identifies the position, job title, department, location, hiring manager, recruiter, requested headcount and target start. Recruiter works from that record rather than an email thread. The opening’s status separates a draft from an approved or open search. Applications then connect a candidate to the requisition, making the stage of each candidacy visible without losing the person’s source and contact details.

• Opening. Review the position and requested headcount, then move the requisition through its approval and open statuses.
• Candidate. Keep a person record separate from each application so the same candidate can be considered against another opening.
• Decision. Record interviews and feedback before preparing an offer for the selected candidate and position.

Set a practice for who may request additional headcount, who checks the open position and who reviews the expected salary. The requisition has a minimum and maximum salary, while the position points to a pay grade with its own band. Agree how the HR Business Partner will review the pay band and how the Recruiter will record the approved amount before an offer goes forward. Agree how rejected and withdrawn applications are closed, and who may still see their details. Honor a candidate’s do not contact choice during subsequent sourcing.

Interviews carry a type, scheduled date, status, rating, recommendation and written feedback. Decide what recommendation is required at the end of a stage and how panel feedback is consolidated. A recommendation is evidence for the hiring decision, not a change to the employee record. The interview schedule must be checked with the participants in the calendar your team uses.

Suppose an operations vacancy needs a new worker by the start of the next pay period. Recruiter checks the open position, creates the requisition and identifies its hiring manager. Once the opening is approved, a candidate application starts at Applied. A screen and phone interview can be recorded with separate interviewers and recommendations. If the candidate proceeds, the application reaches Offer. Recruiter prepares the amount and start date, and the HR Business Partner compares it with the position’s pay grade. The approving employee is recorded on the offer before it is sent. When accepted, the candidate and application remain linked to the employee handoff.

If the candidate declines, keep the Rejected outcome on the offer and do not represent it as a hire. If a requisition is put On Hold or Cancelled, the team should close the open search explicitly. Review application stage and requisition status together before asking a candidate for another interview.

• Open requisitions — Open searches with their department, location and assigned recruiter.
• Application pipeline — Candidates grouped by the exact stage of each application.
• Offers awaiting approval — Amounts and positions needing a recorded decision before send.

Follow the hire handoff and review decision access.