Internal recruiting

A staffing firm also hires people for its own recruiting, operations and payroll teams. Start that work with a position and a requisition owned by a hiring manager. The requisition identifies the department, location, intended start and headcount. Recruiter prepares the opening and follows the applications. Hiring Manager sees the hiring pipeline and participates in interview decisions.

A new opening starts as Draft. The approval decision is separate from making it Open. That distinction matters when a manager asks for additional headcount: the team can examine the requested position and salary range before recruiting starts. Agree who has authority to approve an opening and who can record that approval. Recruiter should use the same requisition reference across every application for that opening.

• Opening. The requisition ties a position, job title, department and hiring manager to the recruiting work.
• Candidate. A person has one candidate record that can be linked to applications for distinct requisitions.
• Decision. Interviews carry the recommendation; an offer carries pay, approval and acceptance states.

Recruiter can keep the candidate pool separate from individual applications. A candidate sourced through a referral can apply to an operations role now and another internal role later. Each application has its own stage, date and recruiter. When interviews are scheduled, the interviewer records a rating, recommendation and feedback against that application. A completed interview gives the hiring team a concrete basis for the next stage.

Choose the departments and positions that can request hiring. Confirm how a hiring manager requests headcount and how HR Business Partner reviews exceptions. Set the salary band for each position through its pay grade before an offer is drafted. Establish which employee records can serve as recruiters and interviewers. Review candidate contact restrictions before anyone works from the candidate pool.

An offer includes a proposed salary, currency and start date. The approval route needs a clear owner for offers inside the position band and for exceptions. A signed offer should be checked against the selected application, candidate and position before the employee record is prepared. Check the signed date on the offer against the employee’s hire date before the first-day handoff.

Suppose the firm opens an internal payroll administrator seat. Recruiter creates a requisition against that position and waits for approval before marking it Open. A candidate enters the pipeline at Applied. An interviewer completes a screen and records a recommendation. Recruiter advances the application through the relevant stages, then prepares an offer against the same position. HR Business Partner reviews the salary against its pay grade. After acceptance, HR can prepare the employee and onboarding record without losing the application trail.

Rehearse a rejection too. The application should retain its rejection reason; the candidate record remains available according to the firm’s contact policy. A withdrawn application should not be treated as a hired one. These outcomes make stage reports useful rather than just a count of names.

• Open internal requisitions — Approved and open seats with their department, manager and recruiter.
• Recruiting board — Applications grouped by their current recruiting stage.
• Offers awaiting approval — Pay decisions ready for the responsible reviewer.

See the internal hiring process and the employee records module.