Hiring and onboarding

Recruiter works from an approved requisition with a position, department, hiring manager and headcount. Candidate and application records hold the person and application stage. Interview records hold the interviewer, schedule, recommendation and feedback. An offer links the candidate, application and position with pay terms, start date and approval state.

Onboarding checklists and tasks organize the work attached to the new employee. Tasks have a category, assignee, due date, status and evidence. HR Business Partner (HRBP) can see outstanding onboarding work, while the Hiring Manager supplies interview and requisition context.

• Check the source. Recruiter checks a requisition against its position and hiring manager before moving an application through candidate review. Hiring Manager records interview feedback for the linked application.
• Record the decision. An offer ties its candidate and application to a position, salary, currency and start date. HR Business Partner (HRBP) checks the accepted offer against the employee record and assigns onboarding tasks to named employees.
• Keep the trail. Tasks keep their due date, assignee and status inside the hire checklist. A completed task should have its evidence or completion date where the team expects it.

Agree the opening position and pay grade before preparing an offer. Name the approver for salary exceptions and decide how the accepted candidate becomes an employee record. Set the onboarding task template, owners and due dates. Electronic signature and external recruiting feeds are connections to arrange with their respective owners.

Choose an accepted offer, confirm the candidate, application and position, then compare its terms with the employee record. Inspect the onboarding checklist, assign one outstanding task and record its completion evidence.

Use one accepted candidate. Trace the application to its requisition and interview feedback, then verify the offer refers to the same position and approved pay. Check the employee record linked to the hire and the onboarding checklist tied to it. Assign a task to a specific employee and complete it with evidence. Reopen the checklist and make sure outstanding work remains visible.

Have the next person find the same employee and period, explain the current status, and identify the source detail behind it. Correct a mismatched reference before the case moves forward.

• Onboarding work — HR sees pending, active and blocked tasks with assignees and due dates.
• Employee Directory — HR opens the employee record connected to the accepted hire.

See implementation for the hire and onboarding pilot.