Even before the recruiter starts the job, there are multiple tasks that need to be completed. One of the important tasks is raising the requisition and getting approval on it.
A job requisition is a document that is required to raise a manpower requisition, explain why it is needed, and define the budget available for the role. Project managers fill out a job requisition when they create a new position or refill an existing, vacated position. Many organizations have multiple level approval hierarchy mechanism which ensures that the right person is hired at the right time and cost.
Getting an approval to hire
The job requisition typically requires approval, to ensure it aligns with company policy and strategy, and approval from the finance department, to confirm the proposed pay aligns with the available budget. The multiple departments in the organization are involved to ensure that the approval mechanism is set correctly.
Why is it important to set an approval mechanism?
Human Resources professionals understand the importance of standardization. Formalizing and documenting is vital for end-to-end processes and all the sub-steps including the requisition approval.
The fact that it comes first is not insignificant. Any multi-step operation needs to start on the right foot. Otherwise, it will need to be corrected down the line. At that point, you’ve wasted time and money.
Formalization of the requisition approval ensures that the requisition process is done correctly. It sets expectations for everyone involved. And you can’t improve a process until you identify exactly what is going on.
Let’s talk about best practices for creating job requisitions and getting it approved.
Raise the requisition
A job requisition often includes:
- The job title
- The name of the project manager requesting the hire
- The department, team, or project the role would belong to
- Whether the position is full-time or part-time, permanent or contract
- The preferred start date
- The salary range, hourly rate, or pay grade
- If the hire would be a replacement, reallocation, or new hire
- Whether the role is budgeted for, or not budgeted for
- Justification for making a new hire
- A new or updated job description
Justify the need of hiring
Why do you need a new employee? Is it a new position? Is it because someone quit or was promoted? How is the position tied to KPIs? Make a timeline for the job responsibilities. Define exactly what is expected.
Follow the approval process
Job requisitions may need to be approved by Human Resources. In some companies, upper management needs to sign off on new positions. Follow your company policies before proceeding.
So, have you set the requisition approval mechanism? Get it automated through TalentOrb (ATS) and save time and efforts.
TalentOrb will help you to easily set up the requisition approval process and document it in the software. It offers a separate dashboard for requisition approval process. It helps to create the multiple level approval mechanism as pe the hierarchy of your organization.