Creating a requisition (manager)

Select Hiring.

Click the Positions and Budgets tab.

In the Actions pane, click Create Job Requisition.

Specify this information:

Some of the fields are configurable and may not be available.

Security entity

Specify the security entity of the position to recruit. If you need assistance in selecting the correct position code, please contact your supervisor or administrator.

Note: When security entity is blank, the position and description field is blank.

Position Code

Select the position code.

Fields that are defined at the job or position level show on the requisition according to the position default rules for the organization. If an HR contact exists on the organization unit record, then it shows in the HR Contact field. If a position is defined as key or critical, then these values are displayed.

Relationship to Organization

Select the relationship to organization. For example, employee, consultant, intern, apprentice, and so on.

FTE

Specify the full time equivalent for the position. For example, 1, 0.75, or 0.5.

# of openings

A requisition can apply to multiple openings. Specify the number of openings. The available value is 1.

Work Type

Select the work type.

Travel Required

Specify whether the position includes traveling. This is an alphanumeric field, so you can specify Yes, No, or a percentage.

Reason

Select the reason for requesting a requisition.

Detailed reason for opening

Add additional detail.

Maximum salary

Specify the maximum salary amount per hour.

Recruiter

Select the recruiter for the position.

Hiring Workflow

Select the hiring workflow.

Application Process

Specify the position code of the position to recruit.

Note: Only specify the required information. These fields are based on your organization’s configuration and include only the information you need to complete.

Organization Unit

Select the organization unit for which the position is required. If you do not select an organization unit, the top organization unit for the organization is assumed.

Note: If your organization uses Position Monitoring and you want this requisition included in budget counts, this field is required.

Requisition approver template

Specify the requisition approver template.

Offer approver template

Specify the offer approver template.

Hire type actions approver template

Specify the hire type approver template.

In the Compensation section, specify this information:

Select Step And Grade Schedule or Salary Structure

Step And Grade Schedule: If you select Step And Grade Schedule, specify the step and grade schedule.
Salary structure: If you select Salary structure, specify the salary structure.
Grade: Specify the grade level.
Step: Specify the step level.

Note: When you select Step And Grade Schedule, specify the Step. This field is not visible when you select Salary structure.
Pay Rate: The existing pay rate value is the available. If no compensation values are filled, you can specify a pay rate and currency.
Pay Rate Type: If a pay rate type exists, the pay rate type is displayed in this field (Annual, Monthly, Weekly, and so on).
Number of months: If the pay rate type is Monthly, specify the number of months. The available value is 12. If the number of months exists it is displayed in this field.
Geographical Differential: Specify the geographic differential code
Exempt from overtime: Select if Not Applicable, Yes, or No from the drop down.
Payment Schedule: The available value is the payment schedule that is defined for the position.
Pay frequency: If a pay frequency is defined for the position, the available value is the pay frequency that is defined for the position.
Bonus: Use this field to describe bonus information.
Other compensation info: This field is used to describe other compensation information not already provided.

In the Location section, specify this information:

Location: Select the location for which the position is required. If the location is associated with a position location, the Location is displayed on the job boards.
Additional Locations: Select if there is an additional location for which the position is required.
Nationwide: Select if the location for which the position is required is nationwide.
Relocation Provided: If relocation costs are reimbursed, then specify relevant information, such as the plan under which this is permitted.
Workplace Type: Select if the workplace type is On-site, Remote, or Hybrid.

In the Requisition details section, specify this information:

Date Needed: Specify the date by which the requisition must be filled.
# Filled: The recruiter increments this field by 1 any time a position is filled.
# Remaining: This number is calculated by subtracting the # Filled from the # of Openings. For example if you have 3 openings and 1 is filled, the number remaining is 2. A requisition is considered filled when the # Remaining on the requisition = 0.
Confidential Requisition: If the requisition is confidential, select this option. Only a few authorized people (defined by the organization) will have access to this requisition.

Priority Requisition

If the requisition is urgent, select the Priority Requisition option.

All priority requisitions are displayed in red on the requisition list. On the internal or external job boards where the requisition is posted, priority requisitions are displayed as Hot Jobs.

If automatic emails are set up for the organization, recruiters and other recipients will receive an email when a job application is submitted for the requisition.

Featured job

Select if the requisition is a featured job.

Budgeted

If this is a budgeted position, select this option.

Note: If your organization uses Position Monitoring and you want this requisition included in budget counts, this field is required.

Hiring Workflow

Select the hiring workflow.

Application Process

Specify the position code of the position to recruit.

Note: Only specify the required information. These fields are based on your organization’s configuration and include only the information you need to complete.

Self identification configuration

If you want self-identification questions on the job application, select the appropriate self-identification configuration.

Note: If a available self identification configuration is defined at the organization level, it is displayed in this field. You can select a different self identification configuration or none at all.

Question set

You can select a question set. When the requisition is approved (in Pending status), all the questions in the question set are displayed on the requisition's Questions tab.

Note: If a available question set is defined at the organization level, it is displayed in this field. You can select a different question set or none at all.

Screening category

If you require all candidates for this position to submit to screening tests, select the screening category that contains the tests the candidates will have to submit to. If you want only a few candidates to submit to the assessment, you can select a screening category on individual job applications.

If a available category is defined at the organization level, it is displayed in this field. You can select a different category or none at all.

Screening category 2

Select if there is another screening category.

Requisition approver template

Specify the requisition approver template.

Offer approver template

Specify the offer approver template.

Hire type actions approver template

Specify the hire type approver template.

Offer letter

Select the offer letter template.

Offer letter (External)

Select the offer letter template for external candidates.

Offer letter (Internal)

Select the offer letter template for internal candidates.

Offer email (External)

Select the communications template for external candidates.

Offer email (Internal)

Select the communications template for internal candidates.

Consent agreement (External)

Select the consent agreement text (if any) to be displayed at the beginning of the job application for external candidates.

Consent agreement (Internal)

Select the consent agreement text (if any) to be displayed at the beginning of the job application for internal candidates.

Acknowledgment (External)

Select the acknowledgment text (if any) to be displayed at the end of the job application for external candidates.

Acknowledgment (Internal)

Select the acknowledgment text (if any) to be displayed at the end of the job application for internal candidates.

In the Employment conditions section, specify this information:

Work Schedule: Select the work schedule.
Shift: If the position involves a shift, specify the shift name or number.
Standard Hours: Specify the standard number of hours per week.
Bargaining Unit: If the position is unionized, this field contains the bargaining unit.
Union: If the position is unionized, the field contains the union name.
Legacy Employment Contracts Type: If the position is subject to an employment contract, select the Legacy Employment Contracts type (for example, TEMPORARY).
Begin Date: Specify the Legacy Employment Contracts begin date.
Duration: If a set duration is required, then specify the contract duration.
End Date: If the contract has an end date, specify the end date.

In the Contacts section, specify this information:

At a minimum, select the Hiring Manager and the Recruiter associated with the requisition. If, as a manager, you do not know who the recruiter will be, you could have a process whereby requisitions are sent to a recruiting gatekeeper who then specifies the appropriate recruiter.

Direct Manager

Select the prospective position's direct manager.

Hiring Manager

Select the prospective position's hiring manager.

HR Contact

Select the HR contact for any HR questions.

The available value is the HR Contact defined for the organization unit.

Recruiter

Select the recruiter for the position.

Alternate Recruiter

Select the alternate recruiter for the position.

In the Position profile section, specify this information:

Category: If the position has a category associated with it, it displays here. If it does not, you can add one. Categories are used to locate jobs on job boards.
Sub Category: If the category has subcategories, select a subcategory. The subcategory does not show on job postings.
Professional Category: Select the professional category to which the position belongs. Professional categories can be used to assign a unique hourly pay rate to resources belonging to the same professional category for the purpose of estimating costs.
Cost Center: If applicable, select the cost center to which expenses associated with the requisition will be assigned.
Project: If applicable, select the project to which expenses associated with the requisition will be assigned.
Expense account: Specify the details of the expense account.
Organization Unit: Select the organization unit for which the position is required. If you do not select an organization unit, the top organization unit for the organization is assumed.

Note: If your organization uses Position Monitoring and you want this requisition included in budget counts, this field is required.
Legal entity: Select the legal entity.
Legal establishment: Select the legal establishment.

Click Submit.

The requisition is created with a Draft status and the next sequential requisition number. You can use the Search feature to locate the new requisition on Acquire Talent > Candidates And Requisitions.

You can update any field in the requisition until you request approval or approve the requisition. You can click the notes, attachments, and expense links on in the requisition header, to add notes, attach files, or add expenses.

When the requisition is approved you can no longer add notes, attachments, or expenses, unless your organization modifies your security to enable you to add these. You can request updates to the requisition.