Recruiting

Recruiter owns the working pipeline from an open requisition to a candidate’s application and offer. Hiring Manager reviews the position and candidate records. HR Business Partner is the people-side decision owner for an opening and an offer that affects compensation. Each application links one candidate to one requisition; the candidate pool can be reused across openings without confusing applications for different roles.

A requisition identifies headcount, department, location, position, job title, hiring manager and recruiter. Its status distinguishes a draft opening from one awaiting approval, an approved opening and one available for recruiting. After selection, an offer captures salary, currency, start date and approval state. The signed date and accepted state should reflect the actual candidate decision, not the act of preparing an offer.

• Opening. Job requisitions put the intended seat, headcount and target date in front of the hiring team.
• Selection. Candidates, applications and interviews keep stage, recommendation and feedback tied to the specific opening.
• Offer. The offer links candidate, application and position to the proposed pay and start date.

Define who may request new headcount and who authorizes an opening outside the plan. Review pay grades for the positions being hired and decide who handles an offer outside its salary band. Recruiter should establish the candidate intake rule for duplicate email or name matches and confirm which fields make a candidate contactable. The Do Not Contact flag is part of that check.

Before opening a requisition, verify the position, hiring manager and recruiter. For interviews, decide when a completed interview and recommendation are enough to advance the application. Keep rejection reason with a rejected application; it gives the team a useful record if the same candidate appears in another search. Calendar scheduling and external sourcing should be arranged as connections where needed.

A department needs another engineer. Recruiter creates the requisition against an open position, assigns the hiring manager and submits it. HR Business Partner reviews the headcount and pay context before approving. Recruiter opens the requisition, links a candidate and creates the application. A completed interview carries a recommendation; the recruiter uses it to decide whether the application advances. The hiring manager reads the same candidate, interview and application record before the offer is drafted.

When an offer is ready, compare base salary with the position’s pay grade. Obtain the compensation decision before marking the offer approved and sent. Once the candidate accepts, check the application and requisition states and hand the accepted terms to HR Business Partner for the employee and onboarding records. A duplicate application for the same candidate and requisition would obscure the decision trail, so rehearse that case before use.

• Open requisitions — Roles ready for recruiting, with the responsible recruiter and target start date.
• Application workboard — Candidates grouped by application stage for the hiring discussion.
• Offers awaiting approval — Salary and position for the people-side decision.

Follow Requisition to offer and Hire and onboard.