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- HRMS with Grievance Management
- Who it's for
- Growing hiring teams
Growing hiring teams
When several managers hire at once, the position and requisition should stay distinct. A position describes the seat and pay grade. A requisition requests headcount, target start date, hiring manager and recruiter. Applications and interviews record the evidence for each candidate, while an offer carries proposed pay and the start date for a decision.
How HRMS with Grievance Management is set up for you
Agree openings
Admin checks the position, headcount and department before an opening moves from pending approval to approved and open.
Give each application an owner
Recruiter maintains the candidate and application while Hiring Manager reads the pipeline and interview feedback.
Compare offers with the seat
Use the position's pay grade when reviewing proposed salary; record approval before sending.
Hand off accepted hires
Link the accepted candidate to the employee record and give each onboarding task a category, date and assignee.
When several managers hire at once, the position and requisition should stay distinct. A position describes the seat and pay grade. A requisition requests headcount, target start date, hiring manager and recruiter. Applications and interviews record the evidence for each candidate, while an offer carries proposed pay and the start date for a decision.
Start with one department and a vacant position. Add one open requisition, two candidate applications and an interview for each. Work one application through selection and prepare an offer against the position. Check the candidate, salary, start date and approval state before it is sent. After acceptance, create the employee and a checklist with tasks for HR, Payroll and IT. Reconcile the accepted application with the filled requisition and the new employee assignment.
As hiring volume grows, review applications by stage and requisitions by status rather than treating every saved list as a different record. Agree who closes unsuccessful applications and what reason is recorded. The recruitment history should still explain the final decision after the seat is filled.
See [recruiting](/hrms-with-grievance-management/modules/recruiting) and [recruit to offer](/hrms-with-grievance-management/processes/recruit-to-offer).
Features to start with
Roles on the team
- Hiring Manager
- Read-only visibility into requisitions and the hiring pipeline.
- Recruiter
- Record entry across the hiring pipeline; read-only on employees.
- HR Business Partner
- Record entry on people and performance tables; read-only on pay and benefits.
- CHRO / VP People
- Read-only oversight across all 33 HRMS tables.
- Admin
- Superuser: full record CRUD on all 33 HRMS tables, plus every view, report and app setting.
Set up HRMS with Grievance Management your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.