Hiring

A position states the planned seat and its department, location, job title and headcount. A job requisition refers to that position, hiring manager and recruiter. It also records requested headcount, target start date, salary range and status. Those records give a useful frame for the hiring numbers later discussed in a workforce review.

Recruiter manages candidates, applications, interviews, requisitions and offers. Hiring Manager manages requisitions and interview scorecards, and reads candidate and offer context. A candidate can apply to more than one requisition; the application is the pipeline record for one pairing. Keep the application stage separate from the requisition status and the offer status.

• Opening. Link the requisition to the position and hiring owner.
• Candidate. Use an application to follow the person through screening and interviews.
• Offer. Record compensation, start date and the offer’s own decision status.

The requisition can move from Draft through pending approval, Approved and Open, then to Filled or another recorded outcome. An application has stages from Applied through interview, offer, hired, rejected or withdrawn. An interview records the scheduled time, interviewer, status, rating, recommendation and feedback. An offer holds the candidate, position, compensation and accepted or rejected outcome.

Decide how a requisition’s requested headcount relates to the position’s planned capacity. Establish who may approve an opening or offer, and how compensation outside the pay grade is handled. Agree when an accepted offer becomes an employee record and what evidence confirms the actual start. These choices matter because an accepted offer and a current employee are different facts at different points in time.

Candidate records include contact information and a do-not-contact flag. Respect that flag when planning outreach. If career-site intake, interview calendars or e-sign are needed, connect those systems and decide which one owns each event. The local application, interview and offer records remain the review context for the hiring team.

Take an open requisition for a planned position. Link a candidate application, record the interview recommendation and prepare an offer with the agreed start date. Check the application and offer statuses separately. When the person actually joins, create or update the employee and hire history with the effective date. Then compare the hiring event with the next workforce snapshot. The requisition’s target start date and the employee’s hire date answer different questions.

• Open requisitions — Open hiring requests with position, department and capacity context.
• Requisition pipeline — Requests grouped by status and target date.

Use Employee movement when an accepted hire becomes an effective workforce event.