Growing teams

How HRMS with Internal Job Board is set up for you

A team that frequently opens new positions can keep the request, candidate and application distinct. The requisition holds the need and its status. Candidates holds the person and their source. Applications records a specific attempt to fill a specific requisition. That distinction matters when one candidate is considered for more than one role or a vacancy is paused while hiring plans change.

Start with one approved open requisition and a small set of candidates from Internal and Referral sources. Recruiter records applications against the open request and follows their stages. Hiring Manager reads the pipeline and interview details. The team can compare completed interview recommendations with the application stage before drafting an offer. The authorized offer reviewer sees the position, base salary, currency and start date together.

Rehearse a candidate who already exists in Candidates. The recruiter should find that person and connect a new application to the intended requisition. Rehearse an interview marked no show and an offer that is Rejected. Keep those outcomes separate from a candidate who withdrew an application. These cases make later application-stage and offer-outcome reports easier to understand.

After acceptance, HR Business Partner checks the employee and position context and records the dated hire or internal move. An onboarding or transfer checklist names the assigned work. The hiring discussion remains attached to the recruiting records while the employee register carries the current worker details.