A requisition is the formal request to hire. It captures what the role is, how many people you need and why, then goes through approval before recruitment can begin.
Before you start
- You need permission to manage HR recruitment for the scope you are hiring into.
- Decide the organisational scope of the role — a requisition is scoped to your Organisation, an Entity, a Branch, a Department or a Position.
- If you run structured job profiles, know which profile the role maps to; its competencies and interview guide flow into recruitment.
Steps
- Go to HR → Recruitment → Requisitions and start a new requisition.
- Enter the Title (required). This is the role you are opening.
- Set the Scope level (required — Organisation, Entity, Branch, Department or Position). Fill in the matching Entity, Branch, Department or Position as the chosen level requires; each must sit within the one above it.
- Optionally link a Job profile, choose an Employment type (permanent, fixed term, casual, seasonal, probation, intern or contractor), set the Headcount (1–1000) and add a Justification (up to 1000 characters).
- Optionally name the Hiring manager (an existing employee in your organisation). You may also attach Document references and Readiness metadata.
[screenshot: the requisition form with scope and job profile]
- Save, then Submit the requisition for approval.
- The routed approver opens it and records an Approve or Reject decision, each with an optional Decision note (up to 500 characters).
[screenshot: the approval decision panel]
Result
Once approved, the requisition is cleared to recruit against. The status is managed by the platform through submit and approval — you never set it directly. A rejected requisition can be revised and resubmitted.