Recruitment

Before a gap becomes urgent, HR and department heads build out staffing plans that document expected vacancies, roles, seniority levels, and target dates. Plans are tied to departments so budget owners see the demand coming and approvals can happen in advance, rather than in a panic.

A staffing plan captures the full picture for a hiring period: the number of positions, the designation, the employing business unit, and whether the need is new headcount or backfill. Once approved, the plan serves as the authority that unlocks individual job requisitions, so every open role is traceable to a deliberate business decision.

Turn an approved staffing plan line into a Job Requisition with the role details, target start date, and the sourcing channels you intend to use. Requisitions travel through a configurable approval chain before going live, so HR is not posting roles that have not been signed off. Once approved, the opening is visible on your jobs board and active in applicant tracking.

All applicants — whether they applied directly, were referred, or were sourced externally — land in a single applicant register for each requisition. HR can move applicants between stages (Screening, Phone Screen, Interview, Offer, Hired, Rejected), filter by source or stage at a glance, and never lose track of a candidate in a crowded inbox. Duplicate detection flags when the same person applies more than once.

For each applicant advancing to interview, create interview rounds and assign the panel — internal staff, line managers, or specialist reviewers. Each round records the date, format, duration, and panelists so co-ordinators and interviewers both know where to be and for how long. Panelists receive a structured brief and a link to the scorecard they will complete after the session.

Panelists submit structured scorecards against the criteria defined for the role — rating each dimension and adding qualitative notes — all from within the ERP. When every panelist has submitted, HR sees the consolidated scores side by side, making the hiring decision a conversation anchored in data rather than impressions recalled days later.

When the decision is made, generate an offer from a standard template pre-populated with the role details, proposed start date, and agreed compensation. The offer is tracked as a record in the system so HR knows which candidates have pending offers, which accepted, and which declined — without chasing email threads. Accepted offers are a single step away from initiating onboarding.

The analytics dashboard surfaces the numbers that tell you how your hiring operation is performing: time-to-fill per role, applicant funnel by stage, source effectiveness, offer-to-acceptance rate, and headcount against plan. Leaders get a honest picture of where the process is efficient and where it is creating delays or losing good candidates.