Internal recruiting

Recruiting begins with a job requisitions record. It identifies the planned position or job title, department, location, hiring manager, recruiter, headcount and target start date. Its status separates a draft request from a request awaiting approval, an approved request and an open one. The hiring manager can read requisitions and the hiring pipeline; Recruiter maintains recruiting records. Admin records the authorized requisition decision. This distinction matters when a vacancy is discussed before it is ready to accept applications.

Candidates holds each person’s contact information, source and optional employee referrer. An internal candidate can use Internal as the source; a referred candidate can carry a Referrer employee. Applications links the candidate to a particular requisition and records the applied date and current stage. This gives a recruiter a concrete case to follow when the same person considers more than one opening.

• Opening. Requisition status and position context tell the team which request a candidate is entering.
• Person. Candidates keeps source, contact details and the employee referral reference together.
• Application. The application connects that person to the opening and follows the recruiting stage.

Agree who prepares requests and who decides whether a requisition can be marked approved and then open. HR Business Partner maintains position records and can review the need against the receiving department. Recruiter owns application entry; Hiring Manager reads the pipeline and gives hiring input. Define how recruiters identify a repeated candidate before entering another Candidates record, and how the team handles a request to stop contact when do not contact is Yes.

A shared label for source matters when reporting referrals. Internal and Referral are different recorded source values. An employee referrer has its own reference field; choose a consistent practice for using it so the referral count and source count can be explained. Confirm when a recruiter records the applied date and which requisition number belongs on the case.

A department has an approved open seat and a target start date. Recruiter opens the corresponding requisition and records an employee referral. The candidate’s record has Referral as the source and points to the referring employee. The new application points to that candidate and the open requisition, starts at Applied and names the recruiter. Hiring Manager reviews the case without changing the recruiting record. If another recruiter finds the same person later, the team checks the existing candidate and application before adding a second case.

The same rehearsal should cover a draft requisition and a candidate marked do not contact. The team should be clear about who corrects the source, who advances the application and when the hiring manager sees the next decision. These checks keep the job board useful as the pipeline grows.

• Open internal requisitions — Recruiters see the requests currently open for candidates.
• Recruiting workboard — Applications appear by stage with their candidate, requisition and recruiter.
• My applications to review — A recruiter can focus on the cases assigned to them.

Follow internal recruitment through the opening and application, then interview and offer.