Recruiting and offers

A hiring need starts with job requisitions. The record connects the position, job title, department, location, hiring manager and recruiter to requested headcount. Recruiter works the opening once its status is Open. Hiring Manager can inspect requisitions and candidate progress. HR Business Partner handles the employee and compensation handoff after Recruiter records the offer decision.

Candidates are people in the sourcing pool; Applications connect those people to a particular requisition. Keeping those records separate lets a recruiter evaluate a person against a specific opening without turning every candidate into an employee. Interviews attach to the application and carry a scheduled date, status, rating, recommendation and feedback. The application stage shows where the candidate stands in the hiring funnel.

• Opening. job requisitions records the planned seat, headcount, target date, manager and recruiter.
• Selection. Candidates, Applications and Interviews capture the candidate’s path for that opening.
• Decision. Offers ties compensation, start date, candidate, application and position to an approval state.

Agree the authority for opening headcount and the point at which a recruiter can begin sourcing. Check that job titles and pay grades match the intended positions. For an offer, decide who compares base salary with the position’s pay grade and who is named in the approval record. Confirm how an accepted offer becomes a worker and who checks the resulting employee assignment.

A recruiter should also have a clear rule for rejected and withdrawn applications. A rejection reason belongs with a rejected application, while an interview recommendation belongs with the interview. Keep those decisions in their own records. This gives Hiring Manager a usable history when two candidates have similar stage labels but different interview outcomes.

Consider an approved operations position with one open seat. Recruiter opens the requisition, links a candidate to an application and schedules a screen interview. The interviewer provides feedback; Recruiter records the completed interview and recommendation. Recruiter advances the application through the relevant stage only after that result is present. If the candidate reaches an offer, the offer records the base salary, currency, start date, position and approving employee.

Before marking the offer approved, Recruiter asks Admin to check the linked pay grade and records the named approval. Recruiter can then send it and record the candidate’s answer. The team checks the application, requisition and offer together before entering the hire. A second application from the same person for another requisition remains a separate recruiting decision.

• Open requisitions — Recruiting’s current openings, owners and requested headcount.
• Application stage board — Candidates grouped by the stage of each application.
• Offers awaiting approval — Compensation decisions with the position and named approver visible.

See requisition to hire for the handoff into employee records and onboarding to first pay for the next operating steps.