1. Selecting Job Requisition Creation Method
Decision: What method will users employ to create new job requisitions (copy existing, browse Families and Roles, or start from scratch)?
Why it is critical for implementation: Choosing the most suitable creation method streamlines recruiter efficiency, supports compliance with business processes, and ensures accurate population of requisition fields.
Example: A retail company frequently hires for similar cashier roles and chooses to copy existing requisitions to speed up the process and maintain consistency.
2. Defining Required Job Requisition Fields and Picklists
Decision: Which fields must be included on requisition templates, and what type they should be, standard or custom?
Why it is critical for implementation: Well-defined fields and picklists capture all necessary job data, ensure data consistency, and ease analysis or reporting; poorly chosen fields may result in incomplete or inconsistent job postings.
Example: A global marketing agency includes Employment Type as a required picklist field on all job requisitions, limiting options to Full-time, Part-time, Freelance, and Internship. This ensures hiring managers do not enter free-text or ambiguous employment types, simplifying recruitment reporting and ensuring compliance with local employment regulations.
3. Establishing Standard Headers and Footers
Decision: What company or job-type-specific information should be included in job posting headers and footers?
Why it is critical for implementation: Clearly written headers and footers reinforce company branding, provide consistent messaging, and communicate essential policy or legal information to candidates.
Example: A multinational organization uses one header/footer for graduate job postings and a different one highlighting benefits for executive roles.
4. Configuring Job Requisition Approval Workflow (Route Map)
Decision: What steps and approvals are required before a job requisition is posted, and in what sequence should these occur?
Why it is critical for implementation: A clearly mapped approval workflow ensures proper oversight, compliance, and accountability for hiring requests, preventing unauthorized or incomplete postings.
Example: A tech startup requires HR to initiate a requisition, department heads to approve, and a finance partner to review budget before posting.
5. Standardizing Interview/Disqualification Questions
Decision: What standard candidate questions and disqualifying responses will be included on requisitions, and will these be loaded from a library or entered per requisition?
Why it is critical for implementation: Establishing standard questions supports fair and consistent candidate evaluation, automates early disqualification, and streamlines the applicant review process.
Example: A healthcare provider uses standard questions from a question library to automatically disqualify applicants without required professional certifications.