Recruiting and onboarding

Hiring Manager opens a requisition against a position, job title, department and location. The request records headcount, a target start date, salary range and the manager responsible for the hire. HR Manager reviews it before it moves from pending approval to approved and open. The recruiter can then connect each candidate application to the specific requisition.

Applications carry their own stage, from applied through interviews, offer and hired, with rejected and withdrawn outcomes kept distinct. An interview belongs to an application and has a scheduled date, interviewer, status, rating, recommendation and feedback. Those fields let Hiring Manager ask what has happened to a candidate before an offer is prepared. Candidate contact preferences matter too: check the do not contact flag before outreach.

• Request. Tie headcount to an actual position and have the hiring owner review the proposed start and salary range.
• Selection. Keep applications and interviews linked to the same requisition so feedback has context.
• Start. Connect the accepted offer to an employee and an onboarding checklist with individually assigned tasks.

Set who may approve a requisition and who may approve an offer. Decide when an application becomes hired and who creates the employee record. The offer carries its own approval and acceptance states, base salary, currency, start date and expiration date. The accepted offer is a hiring decision; the employee record is the ongoing workforce identity.

Choose onboarding task categories and owners before the first start date. IT, Facilities, Payroll, HR, Compliance, Manager, Buddy, Training and Selfserve are available categories. Assignees and due dates make the checklist actionable. Decide what evidence should be kept on a task and what a blocked task means for the start.

Suppose a production operator is hired for an open position. Hiring Manager reviews the application and interview recommendation. HR Manager checks the offer’s salary, start date and approval before it is sent. After acceptance, HR Manager creates the employee under the appropriate position, department, location and payroll calendar. The onboarding checklist then tracks tasks assigned to the responsible people, including training.

Onboarding attention shows a pending, in progress or overdue checklist. My assigned onboarding tasks shows each assignee what is due. HR Manager should inspect both the checklist status and individual blocked work: a completion percentage alone does not explain which operational task prevents the start.

• Candidate pipeline — Applications moving through selection, grouped by their current stage.
• Requisitions awaiting approval — Hiring requests that need a decision before recruiting proceeds.
• Onboarding attention — Starts with work still pending or overdue.

Walk through hire and onboard, then check GMP training qualification for controlled training assigned to the new employee.