Recruiting

Recruiting begins with a position and a requisition. The requisition records department, location, hiring manager, recruiter, headcount, target start date and salary range. Recruiter should work from an open requisition so each application has a clear seat and hiring owner. The hiring team can then see which candidates are attached to that request, which stage each application has reached and which interviews carry a recommendation.

Candidate is the person record; application is the candidate’s attempt against a particular requisition. Preserve that separation when the same person is considered for a later opening. The candidate record has contact details, source and a do-not-contact choice. The application has applied date, stage and rejection reason. Interview records link to the application, interviewer, scheduled date, status, rating, recommendation and feedback. An offer links the candidate, application and position, with salary, currency, start date and approval state.

• Opening. Recruiter and Hiring Manager inspect the seat, headcount and proposed salary before candidates enter the pipeline.
• Assessment. Recruiter advances an application after completed interview feedback gives the hiring team a reason to proceed.
• Offer. HR Business Partner reviews the proposed salary against the position’s pay grade; Recruiter follows the offer through sending and response.

Set the boundary for who can open a requisition and who reviews a request outside planned headcount. Agree how the hiring manager and recruiter are assigned. Decide when a candidate marked do not contact can be retained for recordkeeping and who may see that flag. For offers, compare the salary with the effective pay-grade band and name the approval owner for exceptions. The record should show who approved the offer before it is sent.

An application may be rejected or withdrawn before offer. Use the recorded rejection reason when rejecting so pipeline reports distinguish skills, experience, compensation and filled positions. Keep completed interview feedback with the application. If a meeting is rescheduled, preserve the interview status and new scheduled date rather than treating the candidate as declined.

Open one operations requisition for a named position. Add a candidate and an application for that requisition. Record a screen interview with a recommendation, then check the application stage. Draft an offer whose base salary fits the pay grade. Verify the approval owner and send date before recording acceptance. Confirm the linked application and requisition can be followed to the hire record. A second attempt for the same candidate and requisition should be reviewed for duplication before anyone advances it.

• Candidate pipeline — Applications grouped by their current stage and tied to the recruiting owner.
• Open requisitions — Open seats the team can recruit against, with department and hiring manager.
• Offers awaiting approval — Salary proposals awaiting a decision before sending.

Use requisition to employee for the full handoff from seat to hire.