What is Job Requisition?

A job requisition is a formal request that recruiters or hiring managers make to their company's human resources department to create a new position or fill a job opening.

A job requisition includes more than simply the job description and title. An excellent job requisition also provides pertinent information such as:

  • facts about the hiring manager
  • the department or team that requires the new employee
  • the reason for the new hire
  • job duties
  • minimal qualifications
  • excellent credentials
  • position kind (full-time, part-time, contract, etc.)
  • appropriate commencement date
  • compensation and benefits
  • any additional information pertinent to the position and the organisation

The difference between a job requisition, job posting and a job description

Job Description

A job description is a written statement of the required skills and experience, work duties, and authority associated with a specific employment title.

A job description often includes a list of activities the employee allocated to that job must do and any critical qualities required for every employee in that position.

Job Requisition

A job requisition is a business document in which a particular request is made to recruit a specific individual for the job mentioned in your company's job description. A recruiting manager sends a completed job request to HR and, in most cases, the finance department for approval.

Job Posting

A job posting is an online announcement of a job opportunity that contains the job title, duties, and qualifications.

This is where you market your open job opportunity to potential prospects via an email blast or a website to your active job candidates.

In most situations, there will also be a link to apply for the job.

Importance of Job Requisition

  • Correct Job Postings

A long-form job requisition with a job description is required for establishing an accurate job ad. A job requisition typically comprises the position title, department, fill date and required skills and credentials.

If the position requires more than what is listed in the most recent job description, the hiring manager can note it on the requisition. The job requisition describes the job criteria and guarantees that recruiters fill the position to the hiring manager's satisfaction.

  • Posting Paper Trail

Job requisitions give documentation of how many posts were advertised and how many were filled. If there are doubts about why the recruiter or employment expert is looking for applicants, the job requisition might provide evidence.

Justification is especially critical for difficult-to-fill positions, which may require substantial recruiters' labour. Job requisitions establish a record in case the business needs to evaluate the hiring process or change the job advertising.

  • Evaluation of Recruiting Efforts

When job requisitions are used in the recruitment and selection process, the company may track the effectiveness of its recruiting efforts. HR managers analyse job postings and the procedure for attracting competent applicants regularly. The staff time required to complete the recruiting and selection process until a job offer is given also considered. Such data may be transformed into practical measures for the HR department.

  • Considerations for Outsourcing

Job requisition metrics can assist evaluate if a business should consider outsourcing recruitment operations. The choice to maintain recruiting in-house or outsource the services of a corporate recruiter may be influenced by the number of job requisitions issued by the organisation and the time it takes to fill each position.

If an outsourcing provider claims to be able to minimise the time to fill, it may be in the employer's best interests to outsource its recruitment responsibilities. The number of days between the job request and the candidate accepting a job offer divided by the number of job opportunities is referred to as time to fill.

  • Process Documentation

Human resources departments document procedures for a variety of purposes. An HR audit analysis process to verify their effectiveness and compliance with employment standards. An audit examines if the organisation conforms with fair employment legislation governing nondiscrimination in the workplace for job requisitions that become an element of the recruiting and selection process.

Furthermore, there is a significant value in recording HR operations when staff changes occur, such as personnel on leave or vacation. When job requisition procedures are saved, a temporary or replacement employee can easily pick up the process.