Recruiting and offers

A recruiter starts with an open requisition tied to a position, hiring manager and location. The candidate, application and interview rows preserve the selection trail. An offer holds the offered salary, start date and approval state. The recruiter can compare the offer with the position pay grade before asking the decision maker to review it.

For a telecommunications team, a field technician may move between service locations, a network engineer may cover an on-call week, and NOC staff may need a dated training record. Use the employee identifier and the linked records to separate these cases. The status points to the next action; the date and owner explain which case it belongs to.

• Check the source. Recruiter starts with a requisition marked Open and checks its position, location and hiring manager.
• Keep the dated trail. Keep the candidate, application and interviews linked to the same opening; record a completed interview and recommendation before the next stage.
• Review the handoff. Review the proposed offer against the position pay grade and record who approved it before sending it.

Agree which opening needs headcount review and who signs the offer. Use a field technician opening with one candidate and a completed interview. Recruiter should find the same candidate through the application, interview and offer. Rehearse a duplicate application and an offer outside the pay band, then have Admin inspect the correct decision record.

Use the configured permissions to rehearse access with the record owner and a second person who has read access. Confirm that sensitive employee or pay details are visible only to the people responsible for the work. Write down the evidence the reviewer must check before recording a decision.

Consider this case: a field technician opening receives two candidates. The Recruiter links each Application to the same open job requisitions row. Interviewer and recommendation are recorded on Interviews. The selected candidate receives an Offers row for review; the other application keeps its own stage and decision. The team opens the linked records and checks that the employee, date, status and owner agree. If a field changes after review, the responsible person revisits the decision and explains the correction on the relevant record.

Ask another permitted role to open the same case and identify the employee, date, owner and current status. Rehearse an incorrect reference or a record still waiting for review. The responsible owner corrects the record before the next handoff.

• Open requisitions — Find openings assigned to a recruiter and inspect their position and hiring manager.
• Applicants in review — Follow a candidate through the application stages and linked interviews.

• Follow this process for the sequence and decision points.
• Review the data model before importing records or changing references.