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Hiring Plans, Job Requisitions & Recruitment Configurations
Give your department heads complete ownership on their hiring plans for the quarter or even the year, and then empower your managerial and leadership teams to initiate job requisitions directly from inside their HRMS account. Now watch the magic as they collaborate in identifying exact hiring requirements and put down their thoughts on the type of candidates they're looking for. This will help you focus on recruitment execution rather than going back-and-forth gathering clarity on hiring plans, ideal profiles and skills to look for.
Features for a smooth life
Unlimited hiring plans

Create hiring plans that are meant for a purpose or a project. We've designed hiring plans to help your leadership team outline the recruitment expectations for a quarter or may be a year, by acting as a collection of requisitions.

Approval based hiring requisitions

Enabling managers to raise job requisitions can be quite a useful facility. But not every requisition is well planned, right? You can focus on filling the right vacancies, while leadership approves the right requisitions for you.

Screening questions

Going through tens of CVs looking for relevant candidates can be frustrating. Simply create screening questions that clearly express what your basic criteria to consider an application relevant and save your time to focus on the right matches.

Handle special cases separately

Empower managers, team leaders and department heads to raise their own hiring requisition requests. This can not only improve clarity in hiring

Replacement requisitions

One shouldn't look at all hiring plans as new positions because replacements require a very different treatment. Segregate requisitions as new placements and replacements, to help cater to hiring requirements appropriately.

Hiring priorities

We understand and have experienced how setting the right hiring priorities can help recruiters focus on what's more important right now. This drove us to include clearly defined hiring priority options: Immediate, moderate & relaxed.

Essential features
Hiring plan owners

Assign hiring plan ownerships to help channel hiring decisions from the right leaders who act as custodians of a particular hiring plan. These owners get a birds-eye view of the recruitment status on the requisitions within their plans.

Dedicated hiring job

Create as many unique pipelines as you require, one for every job. We understand that every job could require different hiring stages when evaluating candidates for it, so why paint every job with the same brush, right?

Partially approved requisitions

A requisition may contain multiple job openings that need to be filled but not all of them may be relevant. Leaders can select to approve specific job openings within a requisition to stay in-sync with your hiring plans.

Comprehensive job descriptions

Write a detailed job description that clearly articulates the role and responsibilities of the vacant position. The importance of a job description can never be expressed enough, so we want to make sure you have the platform to express it!

Company & culture questions

Despite the right experience and skillset a candidate may do more harm than good, if they're not the right culture-fit. Use cleverly worded company & culture questions to filter out those who don't match your organization values & wavelength.

Functional & role questions

Assess the candidate's abilities vis-a-vis the role in question and the functions they have to serve by asking job-specific questions. You'd be surprised how different a candidate can turn out compared to what they appear on paper.

Make cover note mandatory

Many recruiters and even hiring managers swear by the importance of a cover note (or cover letter) because It helps the candidate articulate why they're the right fit. If you're one of these folks, this is an option you'll like.

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