Introduction
In companies, job requisitions are part of the formal procedure before hiring a new employee. Not only does job requisition helps to determine the roles and duties of the new hire, but it also helps to determine the budget for the new hire. Job requisitions in firms also serve as part of the formal process of gaining approval from upper management for the new hire. As HR managers find that job requisition streamlines the process for the new hire since it outlines exactly what companies are looking for and serves as a valuable measure of the responsibilities which the new employee will fulfil.
Great Communication Tool
It is also a great communication tool; not only does it provide internal management with the guidelines for the hiring process, but it also is the basis of the job description and posting, which is externally communicated. Based on this job description and posting, interested candidates get to know specific details of the job they’re applying for and hence, see if they are suitable for the position.
Flexible Document
In companies, the job requisition form lists the department in which the new employee is required, provides the job description for the new role, justifies the hire, mentions the budget required, and lists the qualifications and experiences needed for the new position. It is a flexible document that is open to change and discussion. For instance, if the justification for the new hire is poor, then upper management will not approve the decision.
Duties & Responsibilities
However, if validated reasons are provided, gaining approval for the job is easy. It is also essential that the job requisition form should reflect the duties of the new position. Finally, the job requisition form should also mention the hiring for the open position; this means that the form should mention if the hiring is to be internal, external, or from within the same department of the company. This is an important detail since it helps the HR department to design its hiring strategy. For instance if your company offers vocational training and looking for a person to manage one of their course such as Level 5 Diploma in education and training or Level 4 HLTA Course or Level 3 Certificate in Assessing Vocational Achievement then one must mention their duties clearly.
Requisite Signatures
At the end of the form are the requisite signatures from upper management. Usually, this includes signatures from the department head and other senior managers. After getting these approvals, the form is circulated back to the HR department, and HR fill out employee information on the form after the position is filled. This includes the employee’s name, social security number, hiring process from which they are recruited, salary, and effective date of employment. In this respect, the job requisition form serves as the preamble to the employment contract itself.
Job Requisition Process
In company job requisition process, HR manager occupy the central role. It is the job of the HR manager to communicate with department heads to determine where the job opening is required and the new position’s responsibilities. This part of the job requisition takes a couple of days since HR manager must be as accurate as possible about justifying the new place. After finalizing the job requirement and descriptions, HR fill these out on the formal job requisition form.
Final Thoughts
This formal document is then communicated with upper management, which helps to gain final approval. At this stage, finalizing the budget for the new hire is the most crucial part. Many details go into determining the final budget; the budget of the new position must be balanced against the company’s current expenses, the compensations necessary for the new position’s experiences and qualifications, and industry-competitive salaries for similar positions. Finally, management determines if additional costs are required in terms of the benefits gained from the new hire.
After gaining final approval from upper management, HR must determine a hiring strategy for the new position and communicate the job posting through external advertisements. These advertisements are placed concerning the hiring strategy selected for the position; for example, if the hiring is internal, then the opening is communicated via internal channels of communication, and if the hiring is external, then the job opening is posted in the adequate communication channels.