Job Requisition – All You Need to Know

Every renowned organisation has a recruitment process that includes job requisition, job description, and job postings. You are well aware of job descriptions and job postings. But job requisition is often left unnoticed, while it plays a significant part in the recruitment process. 

Job requisition is an internal function and the first step taken in the recruitment process. The other recruitment process will proceed after the HR managers approve the job requisition. This article will help you understand what job requisition is, its importance, and how to write a job requisition form. 

What Is a Job Requisition?

The name speaks for itself. Requisition means a request or demand something in a written format. Job requisition is the first step of the recruitment process that explains why there is a need for a new body in the organisation and their roles.

Generally, the managers present the job requisition to the HR team. After a thorough check and discussion with the managers, your requisition gets approved. Followed by which the job description is written and posted on job boards and websites.

Importance of Job Requisition

Job requisition is practised in organisations where there is a proper recruitment process. However, if you are looking to implement job requisition in your organisation, continue reading the importance and how to get the job requisition form filled in the further passages. 

• Job requisition is mandatory to assess the need for a new employee in the company. 
• The roles and responsibilities of the new position.
• How long the support from the new hire is required.

Because hiring a new person in the organisation hits the budget and requires managers or trainers to invest time into training them, every organisation must have job requisition among their first steps of hiring procedures. 

How Is Job Requisition Different from Job Description and Job Posting?

Job description and job posting are standard terms that you might have come across, while job requisition is the beginning of the hiring process. Let’s look at the difference between each term and try to understand it better. 

Job Requisition: The manager requests new employees for the project or team, explaining their roles, responsibilities, and a short job description.

Job Description: This is a written document that provides detailed information about the roles and responsibilities and other information about the job. 

Job Posting: Sometimes, a copywriter or hiring manager writes to attract potential candidates for the job opening. The job posting usually has a sales tone, since it intends to attract suitable candidates for the position. 

Job Requisition Form

The job requisition form needs to have detailed information about the new employee you are hiring. The following is the required information:

Job Title: Based on the roles and responsibilities you look for in the new employee, provide an apt name for the position. However, the role name will be finalised during the final interview.

Department: Your organisation might have many departments. Write down in which role the department needs a new hire. 

Hiring Managers: Mention the name or ID of the hiring manager.

Purpose of the Role: The duties, aka. roles and responsibilities assigned to the new employee. 

Requisition Reason: Your department might need a new hire for the following reasons, work overload, current employee leaving or on leave for a certain period, etc. Make sure to mention why there is a need for a new hire.

Job Start Date: Mentioning the approximate joining date helps the HR team further understand your demand’s urgency. 

Full-Time Equivalent / Weekly hours: Since there can be multiple requisitions, you must mention the duration of services required from the new employee and whether it is a full-time or part-time role. If it’s a part-time role, say the hours of work per week you require. 

Contract Type: Your organisation is responsible for the benefits when the new hire is permanent. If the services are required for a few months, it is better to mention them earlier. 

Budget: Regardless of the demand for new employees to take over pending work, the HR team must check if their budget can allow another employee to onboard. Your HR team might reject your job requisition if the company’s budget doesn’t allow for it.  

Qualification: Your job requisition form should mention the experience, or a particular degree required for the new employee to take over the position.

Points to Consider when Writing a Job Requisition Form

When filling out the job requisition form, there are three factors you should consider. 

Discuss with Your Team: Discuss your hiring needs with your co-managers and HR staff. Getting your document signed by your co-managers is a big plus. Approaching management with the correct information can help to get your requisition approved. 

Keep Your Organisation in Mind: A hiring manager prepares the requisition form. Later, the HR department evaluates the need for a new hire based on available resources. You may have to add a short job description in your form. After approval, your input is required in making the job description a detailed one. Once the job descriptions are set and approved by the internal team, the HR team will post the requirement on the job board to attract suitable candidates.  

Point the Business Case: Your form should have the reason for a new hire. For instance, how many projects are left pending or tasks that need an extra hand? If the projects are for a short period, the HR team might consider hiring candidates on a contract basis. 

Final Thoughts 

We’re hoping this article helped you understand what a job requisition means and how to fill out a job requisition form. Now, you can go ahead and start filling out the form like a pro, justify the need for a new hire, and help your organisation succeed by hiring suitable candidates. 

LogicMelon

Award-winning recruitment software that will find, attract, hire and analyse the way you want to work. At LogicMelon, we have experienced software recruitment marketing specialists to help you build effective recruitment solutions supported by the best customer service you’ll find anywhere!

Email: sales@logicmelon.com or call LogicMelon (UK) +44 (0) 203 553 3667 (USA) +1 860 269 3089