Recruiting

Recruiting starts with a position and a requisition for the department and location that need a hire. The requisition records headcount, a target start date, a hiring manager and a recruiter. Its status distinguishes a draft, a request awaiting approval, an approved opening, an open search and an opening on hold. Recruiters can keep the candidate pool separate from each application, so one candidate can be considered against a particular requisition without losing the person record.

An application carries its own stage and application date. Interviews attach to the application, name the interviewer, and hold a scheduled time, rating, recommendation and feedback. The Hiring Manager can read the pipeline while the Recruiter maintains candidate, application and interview records. An offer links the candidate, application and position to proposed pay and a start date; its status shows approval, sending and acceptance as separate decisions.

• Open the seat. Start from the position and job title, then record the requested headcount and assigned hiring team on the requisition.
• Follow one candidacy. Keep the candidate’s contact details on the person record and the stage, interview and outcome on the application.
• Decide the offer. Compare pay with the position’s pay grade and record approval before sending the offer.

Admin approves requisitions and offers. Agree how Admin checks proposed pay against the position’s pay grade and how added headcount is reviewed. Define the handoff from Hiring Manager feedback to Recruiter action. Set a rule for candidate contact when a person is marked do not contact. Keep rejection reasons consistent, and decide who may close an application as withdrawn or rejected.

A pilot should use a real open position and a candidate who moves through at least one interview. Make the expected start date and proposed salary visible to both HR and the hiring team. The offer’s approved-by reference should identify the employee who made the decision. An accepted offer should be reconciled with the application and requisition outcome before the employee and onboarding records are started.

Open a requisition for a vacant operations position and assign a Recruiter. Record a candidate and an application against that requisition. Schedule an interview, then capture the interviewer’s recommendation before moving the application stage. Prepare an offer linked to the same position and candidate. Have the designated approver check its pay and start date, then record its approved and sent states. When accepted, check that the application is marked hired and the requisition is filled before beginning onboarding.

• Open requisitions — Approved and open positions with the recruiting owner and location.
• Candidate pipeline board — Applications grouped by their current stage.
• Offers awaiting approval — Proposed pay and start dates ready for a decision.

Use hire to pay for the full handoff and recruit-to-offer for the hiring decisions.