Hiring and onboarding

A Hiring Manager identifies the position and headcount. Recruiter records the requisition, then tracks its approval before opening it to applications. Candidates are people in the recruiting pool; Applications connect a candidate to a particular requisition. The application stage distinguishes an applied candidate from one in screening, interviews, offer or a final outcome.

• Source record. Recruiter keeps each candidate linked to the correct requisition.
• Decision point. Check the requisition is Open and review completed interview recommendations before changing application stage.
• Outcome. Admin records the offer decision; assigned employees complete arrival tasks.

Interviews belong to an application and carry an interviewer, scheduled date, status, rating and recommendation. Before advancing a candidate, Recruiter checks that the relevant interview is completed with a recommendation. Offers refer to the candidate, application and position. Salary is reviewed against the position pay grade before an offer is approved and sent.

Agree who moves a requisition to Open, who records the offer decision and which employee owns each arrival task. Set the salary band on Positions and pay grades. Reconcile candidate identity before adding another application.

Rehearse a candidate who applies to an open requisition, completes a screen and receives an approved offer. Check for an existing application for the same candidate and requisition before entering another. After the offer is accepted, Recruiter updates the application and requisition statuses; Admin checks the onboarding checklist and assigned tasks. HR Business Partner records the hire event at the start date.

The team should compare the source and outcome records rather than relying on a status label alone. The next owner can then see what changed, when it took effect and which record to investigate if a detail disagrees. Keep an exception visible until its owner resolves it.

A candidate can be considered for a particular opening without becoming an employee. Keep the candidate identity stable across the applications that refer to it. A requisition should identify the hiring manager, recruiter, target start and salary range before outreach begins. During onboarding, each assigned task has its own due date and status. The checklist summary helps coordination, but an owner should still inspect blocked tasks and their evidence before calling arrival work complete.

• Open requisitions — Openings with a recruiter and linked position.
• Application board — Applications grouped by their recorded stage.

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