What is a job requisition?
The recruitment process begins with the job requisition. This post will define job requisitions, discuss their significance, and provide you with a list of all the essential components.
A job requisition is an official request to open a new position within a company. The requisition, which typically takes the form of a paper document or an online form, contains details regarding the necessity of the new position, including its full- or part-time nature and temporary or permanent status.
Depending on who is in charge of approving the requisition, the job requisition is either forwarded to HR or the team manager’s direct supervisor.
The Talent Acquisition process begins with the job requisition. Following approval of the request, the visible recruitment process begins with the vacancy intake.
For example, Bill leads the accounting team. The three people on his existing team are unable to handle the workload due to the company’s rapid growth. So Bill speaks with his manager, and he gets asked to complete a form for a job requisition.
He explains in the form why he is looking to grow the team, that this will be a full-time, permanent function, and that he would like the candidate to start in two months. After that, he sends the form to his manager. One week later, the official clearance is forwarded by his department’s HR business partner, and that same day, a recruiter contacts to schedule a time for the vacancy intake and begin the hiring process.
Job postings, job descriptions, and job requisitions
It’s common to mistake a job requisition for a job posting or a job description. However, they are all extremely different.
The job requisition is a company file used to request authorization for a new role. This is an ordinary document that the manager fills out and sends to the supervisor. The hiring process begins with the job requisition.
An internal document known as the job description outlines the prerequisites for a new role, including the necessary competencies, the candidate’s personality, and their role within the team. The job posting’s foundation is the job description, which is based on the vacancy intake and is typically authored by the recruiter.
The text that appears to possible applicants is known as the job posting, sometimes known as the job advert. A recruiter or copywriter creates the job posting, which is based on the job description. This content is external and is typically written in an attempt to entice candidates.
Each document plays a distinct role in the hiring process, as you can see. It also means that the job description should provide more information about the skills and competencies needed for the position than the job requisition should.
Now let’s examine the essential components of the job requisition form.
The components of a job requisition
A job requisition form consists of several basic components. We’ll go through each one and discuss the various choices.
- Job title: This is the suggested title for the new position. At the time of the vacancy intake, the final title will be decided.
- Department: The department under which the job falls.
- Hiring manager: The hiring manager’s name and/or identification.
- Goal of the position: This is the role’s intended objective.
- The rationale behind the request: The position may be formed from scratch, or the employee may be promoted, transferred, retired, take a paid leave of absence (such as a sabbatical), take maternity or paternity leave, etc.
- Pay range: This contains the role’s approximate salary range. This is important to know while creating a budget. This is also where you should include any signing bonuses.
- Date of employment commencement: This is when the position is expected to start.
- Hours per week / FTE: The full- or part-time nature of the role is indicated in this area. For a part-time position, the Full-Time Equivalent (FTE) or the number of hours worked must be specified (for example, 20 hours per week or 0.5 FTE for a post requiring 2.5 days per week).
- Length of time: There are two possible assignment lengths: permanent and temporary. If the contract is temporary, it should specify when it ends.
- Type of contract: There are two types of contracts: contract workers and employees. The former is typically only significant if the position is temporary in nature. The necessary budget will also depend on the type of contract, since employees are typically entitled to benefits.
- Essential requirements: Certain firms do ask new hires about (high-level) requirements, such as their degree of education or a minimum amount of work experience.
- Spending plan: The issue of whether there sufficient money for the position also comes up frequently. If there is room in the budget, the job request can be easily approved. If the funding is lacking, a more thorough examination will be conducted to determine the role’s necessity.
Usually, the job requisition document is an element of your HR Information System (HRIS) or Applicant Tracking System (ATS). The majority of this data can be programmed into these forms. The benefit of integrating it into a system, or an online form for that matter, is that it establishes a manageable process. Furthermore, the requisition’s data can be a great source of information for data-driven decision-making that makes use of people analytics.
