Recruiting

A department needs another analyst. The Recruiter links a candidate application to an open requisition. An interviewer records feedback and a recommendation before the application moves through the interview stages. The offer links back to the application and position, so the pay decision can be checked against the relevant pay grade.

• Source record. The requisition identifies the position, hiring manager, recruiter, department, headcount and target start date. Its approval comes before opening it to candidate intake.
• Decision. A candidate can be linked to applications for different openings. Each application has its own stage, recruiter and applied date.
• Handoff. Interviews carry the scheduled time, interviewer, status, recommendation and feedback. The offer records salary, start date and approval state against the selected candidate and position.

Agree who prepares a requisition, who approves an opening outside planned headcount and who can send an offer. The Hiring Manager can inspect requisitions and applications; the Recruiter manages the pipeline. Give the HR Business Partner the pay grade and position context needed for an offer decision. Set a clear rule for duplicate candidate intake and for applications against openings that are not open.

Take a candidate who applies to an open analyst requisition. The Recruiter checks the candidate’s email and existing applications before creating another application. The interviewer completes feedback and a recommendation for the current stage. The Recruiter reviews that result before moving the application forward. If the recommendation is absent, keep the application at its current stage and ask the interviewer to finish the record. When the candidate reaches the offer stage, compare the proposed base salary with the linked position’s pay grade. An offer outside that band needs the higher approval route. Once approved, the Recruiter can send the offer and record its response. Preserve a rejection reason when an application is rejected.

For an opening that adds headcount beyond plan, the HR Business Partner and finance decision must be recorded before the requisition opens. The Hiring Manager can review candidate and interview information but does not manage those records under the configured role. Keep candidate contact restrictions visible to the Recruiter. If a candidate withdraws, close the relevant application without changing their other applications. This preserves the history of each opening and the reason its pipeline changed.

• Recruiting pipeline — Review active applications by stage, candidate and requisition.
• Offers awaiting approval — Find offers that need a pay decision before they are sent.

Follow requisition to offer, then offer to onboarding. Confirm access in roles.