What is the meaning of job requisition?

A job requisition is essentially a formal request or authorization for a new position within a company. It’s the first step in the process of filling a job opening. When a department or team identifies a need for additional manpower due to expansion, turnover, or restructuring, they create a job requisition to outline the specifics of the role they need to fill.

This document typically includes details such as the job title, responsibilities, qualifications, salary range, and any other requirements deemed necessary for the position. It serves as a roadmap for the recruitment process, guiding recruiters and hiring managers in sourcing, screening, and selecting candidates who best fit the outlined criteria.

Job requisitions are crucial for maintaining organizational structure, ensuring that the right talent is brought on board to meet business objectives effectively. They also facilitate communication between hiring managers and recruiters, helping streamline the hiring process and ensure alignment between talent needs and company goals.

How to create a job requisition?

Creating a job requisition involves several key steps to ensure clarity, alignment, and effectiveness in the hiring process. Here’s a structured approach:

1. Identify the need: Begin by clearly defining why a new position is necessary. Is it due to company growth, increased workload, or a need to fill a skill gap? Understanding the underlying need will help shape the job requisition.
2. Define the position: Craft a detailed job description that outlines the responsibilities, duties, and objectives of the role. Be specific about the skills, qualifications, and experience required. Consider including information about the team the role will be part of, reporting structure, and any unique aspects of the position.
3. Determine reporting structure and salary: Specify the reporting relationships for the position, including the direct supervisor and any team members. Decide on an appropriate salary range based on market research, internal equity considerations, and budget constraints.
4. Establish key performance indicators (KPIs): Define the measurable outcomes and performance expectations for the role. This could include targets, goals, or metrics that the employee will be responsible for achieving.
5. Review and approval process: Establish a process for reviewing and approving the job requisition. This typically involves obtaining sign-off from relevant stakeholders, such as department heads, HR, and finance, to ensure alignment with organizational goals and budget.
6. Post-requisition procedures: Determine how the job requisition will be communicated internally and externally. Decide where the job posting will be advertised, whether it’s on the company’s careers page, job boards, or through recruitment agencies.
7. Set timeline and deadlines: Establish a timeline for the recruitment process, including deadlines for submitting applications, conducting interviews, and making hiring decisions. Ensure that the timeline aligns with business needs and allows sufficient time to find and onboard the right candidate.
8. Continuous review and improvement: After the position is filled, gather feedback from hiring managers, recruiters, and new hires to assess the effectiveness of the job requisition process. Use this feedback to make improvements and adjustments for future requisitions.

By following these steps, organizations can create clear and comprehensive job requisitions that attract qualified candidates and support the overall hiring strategy.

Who approves a job requisition?

The approval process for a job requisition typically involves several key stakeholders within an organization to ensure alignment with strategic objectives, budget constraints, and staffing needs. Here’s a breakdown of who might be involved in approving a job requisition:

Hiring Manager or Department Head: The hiring manager or department head is usually the primary initiator of the job requisition. They identify the need for a new position within their team or department and define the specific requirements and responsibilities of the role.

HR Department: The Human Resources (HR) department plays a crucial role in the job requisition process. HR professionals review the requisition to ensure compliance with company policies, fairness in job descriptions, alignment with organizational goals, and adherence to legal requirements.

Finance Department: The finance department may be involved in approving job requisitions, especially if the position will have budgetary implications such as salary, benefits, or additional resources needed. They assess whether the hiring aligns with the company’s budget and financial goals.

Executive Management: In some organizations, job requisitions may require approval from executive management or higher-level leadership. This ensures that new hires align with the company’s overall strategic direction and that resources are allocated appropriately across the organization.

Legal Department: Depending on the nature of the position and the industry in which the company operates, the legal department may need to review and approve job requisitions to ensure compliance with labor laws, regulations, and internal policies.

Diversity and Inclusion Representatives: In organizations with a focus on diversity and inclusion, representatives from these departments may also be involved in reviewing job requisitions to ensure that they promote diversity in hiring practices and foster an inclusive workplace culture.

The specific approval process may vary depending on the organization’s structure, size, and internal policies. However, involving these key stakeholders helps ensure that job requisitions are thoroughly vetted, aligned with organizational goals, and compliant with relevant regulations.