Optimizing Recruitment and Requisition Processes

Many staffing organizations seek to learn how other companies improve process efficiency by managing requisitions for quality and applicant screening. This nine-page document reveals how leading staffing organizations employ a variety of requisition management tactics and processes. These tactics allow them to define jobs correctly the first time and to rapidly identify the most qualified applicants for interviews. Companies can use this information to more effectively target recruiting and develop screening systems to ensure they attract the best candidates.

Key Topics

• Establishing requisition quality control measures
• Screening applicants with automated steps and systems

1. Tightly control the number of requisitions generated with authorization systems to permit only one requisition to be produced for each job opening.
   *Many benchmarked companies have established authorization procedures that require hiring managers to submit all requisitions to HR or staffing personnel for approval.
2. Use automated requisition templates to ensure high-quality postings.
   *Companies that use templates report less rework and faster cycle time for requisition approvals, ultimately impacting time-to-fill performance.
3. Dedicate staffing or HR specialists’ responsibility for reviewing requisitions to avoid violating affirmative action or other regulatory requirements.
   *One benchmark partner has a centralized staffing structure in which recruiters assigned to business units work closely with business unit resource managers (BURMs) to execute all hiring activities, including creating and posting requisitions.
   

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