When you have too many deadlines and too few team members, you’re going to need to recruit more people. However, you’ll need top management’s approval first. And for that, you can use a job requisition.
What Is a Job Requisition?
A job requisition is a formal document explaining which position you need to fill, and for what purpose.
It’s usually given to top management, as it helps explain:
- Why exactly you want to hire someone
- Whether that move is viable
- The budget you’ll need.
Who Needs to Write Job Requisitions?
Writing a job requisition is always a good idea.
Even if you work in small teams and don’t have a HR department, you can use it to bring more clarity to the table.
It’ll help you demonstrate and understand which business goals you aim to satisfy with the new hire, as well as plan the budget and the scope of the position.
However, a job requisition is an absolute must in companies with formal HR procedures.
When you submit a job requisition to the HR, they can evaluate it and set the wheels in motion. Without one, you might as well shout into the wind.
What Does a Job Requisition Include?
At the very list, your job requisition should contain:
- The role title and job description
- Your name (or the name of the hiring manager who is requesting it)
- The department/team the new hire will work with
- Position type (part-time, full-time, etc.)
- Salary range (or hourly rate for contract positions)
- The preferred start date
- Reasons for hiring
If you’re hiring to fill a vacancy for a position that already exists, you can mention that in your job requisition. The same goes for cases in which you need to replace current employees.
When it comes to the budget, you may feel at a loss.
However, the most important thing you should include is a clarification on whether the position is covered by your current budget, or not.
For example, if your department has a budget of $100,000 and it’s all been allocated, you’ll need to ask for an increase.
Conversely, if you have a budget of $100,000 and it hasn’t been completely allocated already, the new hire could be covered by the budget.
The Difference between Job Requisitions and Job Descriptions
Job requisitions justify your hiring need to top management. However, job descriptions explain what the person in the role will have to do.
As such, job descriptions are a great way of clarifying the need for that particular position to the stakeholders in your company.
After your job requisition has been approved, the company will likely start recruiting and sourcing candidates.
However, if you’re not going to be partaking in the recruitment process, you should make sure the job description accurately describes the kind of person you are looking to hire.
And once you’ve found the perfect candidate, it’s only a matter of introducing them to the team.
Would you like to learn more about recruitment? Check out our full Recruiting 101 Series.