Recruiting

What this achieves

Recruiting covers filling a role, from the request to open it through to an employee record for the person you hired. It holds requisitions and their postings, candidates and their applications, skills assessments, and offers.

The requisition comes first. It is the approved decision that a role may be filled, and applications, assessments, and offers all hang off it.

Option	Description
Created directly	An administrator opens a requisition and assigns a hiring team.
From a manager’s backfill request	A manager requests a replacement or an additional role, and HR reviews and approves it. An approved request becomes a draft requisition.

Example: when an engineer leaves HC Corp, Olivia Bennett raises a backfill request rather than emailing HR. Approving it creates the draft requisition, so the authorisation and the vacancy are one record.

Publishing opens a requisition to applications, lists it on your careers page unless it is marked internal only, and produces an apply link you copy and share.

An application is what puts someone on a board

A candidate record is a profile; an application is that person against one role. Only an application appears on a pipeline board.

The public form asks for a first name, last name, and email, with a phone number, LinkedIn address, and cover letter optional. There is no file upload, so a CV does not arrive with an application — ask for one separately if your process needs it.

Example: Sophie Clarke meets an engineer at a London meetup and adds them to the talent pool. They stay there until she sends them a requisition’s apply link, because sourcing somebody does not apply on their behalf.

The board’s columns come from your default pipeline

An interview pipeline is a definition you hold: an ordered list of stages, each with a type, a length, an expected number of interviewers, and the criteria that stage assesses. One pipeline is marked as the default, and it is that one — not the requisition — the board builds its columns from.

The criteria are a brief for the people interviewing. No screen in recruiting schedules an interview or captures a completed scorecard, so for an external hire, agreeing times and writing views down happens outside Humavera.

Example: HC Corp defines a phone screen, a technical interview, and a final round, and every board a recruiter opens shows those three stages whichever role they are hiring for.

Candidates advance one stage at a time, and rejecting one asks for a reason that stays on the record.

The assessment is the only candidate score

Where a role’s job profile has a skills assessment configured, the requisition can require one, and each applicant is measured against that profile’s requirements. The result comes with a gap report showing which skills fall short and by how far.

That is the whole of candidate scoring in recruiting. Recruiting does not read CVs, rate a candidate’s fit, or rank applicants. The assessment is evidence for a person to weigh, and the decision stays with the people making it.

Example: two HC Corp candidates score 74% and 81%, and the gap report shows the higher of them missing a skill the job profile marks as critical — which is why results are read against the gaps rather than sorted.

Offers attach to an application

An offer is drafted from a template against a candidate’s application, routed for approval — where terms are checked against your compensation structure — and sent. The candidate accepts by typing their full legal name, or declines with a reason. Because an offer hangs off an application, somebody you sourced has to apply before they can be offered anything.

An accepted offer does not become an employee on its own. Conversion is an action an administrator runs on the accepted offer, and it is what creates the employee record and starts onboarding.

Example: a converted offer at HC Corp becomes an employee assigned to a legal entity, a department, and a position, which in turn determines their pay group.

Reporting, and internal candidates first

The recruiting dashboard reports the process: open requisitions, active candidates, pending offers, average time to fill, offer accept rate, and a funnel from applied through to hired.

Recruiting fills a role from outside. Mobility & Opportunities covers internal moves, and compares internal against external fill time and cost. It is also where interview scheduling and structured applicant scoring live, so an internal candidate is handled with machinery recruiting does not carry.

What happens next

A hire becomes an employee record, an onboarding checklist, and eventually a person in payroll. Confirm the requisition names the right legal entity and position before an offer goes out, because those details become the new person’s employment record.