As a Recruiter or a Hiring Manager, you can create job requisitions to begin your search for candidates. There are many ways to customize your job requisitions so that you can find the right candidates. In this article, we delve into creating a requisition using the A-Method of Hiring.
In this article:
What is the A-Method of Hiring
Creating A Requisition
Posting Options
Additional Resources
What is the A-Method of Hiring and why should I use it?
If your organization’s roles are created with competencies and goals (per the A-Method of hiring), we recommend using the A-method requisition creation process. This process will automatically pull the goals and competencies tied to the role and requisition, right into your scorecards and guides for your interviewers
Otherwise, you can create a requisition using our Simple Form tool for getting all of your job posting details in quickly and easily, to get that job posted ASAP. Click here to learn more about Creating a Requisition: Simple Form. This article will explain the A-Method of Hiring in depth.
Creating a Requisition
To navigate to create a requisition:
- Click Tools, then Recruiting.
- Click the Requisitions Tab.
- Click Create Requisition in the upper right-hand corner of the tab. Select 'A-Method of Hiring' from the dropdown menu.
Before creating the requisition, you have the option to start the process by selecting who the Position will report to. Consider this the hiring manager for this requisition.
When you're selecting the primary hiring manager, think of who will the people hired into this role be reporting to. Who is primarily responsible for filling the position?
If you want to skip selecting a manager, click "Skip this, just take me to the form" underneath the field. This will bring you to the Process & Description step of the requisition process.
If you do select a hiring manager, you will be prompted to determine whether you are replacing someone, hiring for an existing role, or hiring for a new role.
- How do you know which to choose?
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Choose Replacing if:
- You are replacing an existing employee who exists and is active in the ClearCompany system.
- You would like to copy role information from the person you replace.
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Choose Hire an addition for an existing role if:
- You are currently using Roles in ClearCompany.
- You are hiring for a role that already exists in your Roles library.
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Choose Hire for a new role if:
- You are not currently using Roles in ClearCompany.
- You are hiring for a brand new role.
- You are not replacing an existing employee.
Select the option you would like to proceed with and provide additional information (who is being replaced? What role are you hiring for? etc.) Click on the Role or Next, depending on what you choose to do.
Once you have selected from the above, you will be in the "Start" tab, you will confirm the following.
- "We're hiring a", this will be the Job Title.
- Hiring Manager.
- Recruiter.
- Open Date, the open date is tied to time-to-hire reporting and the posting date of the requisition.
- When done, Click Next.
Note: If you are prompted to select a requisition template at this stage, your organization has a Hiring Compliance Guardrails setting enabled. Please refer to this article for the next steps in creating a requisition using A-Method of Hiring.
The next step is to align goals to this role. You can provide measurable outcomes to define success for the role. If you are using Roles, replacing an existing user who has goals, or if you select a model team member for this role, this goal information will auto-populate here.
You also have the option to add the goals added here to the job description. This will allow an applicant to see the goals they need to accomplish when hired for the role.
While it is optional to provide goals/outcomes here, it is highly recommended. Outcomes created here can auto-populate in an interview scorecard used by the entire hiring team, providing a more objective, consistent, and smooth hiring process for all involved.
When done, click Next.
The next step is to add Skills and Competencies. This step is optional.
You can provide a set (2-5) of skills and competencies most important for success in the role. If you are using Roles or replacing an existing user who has competencies tied to their role, these will auto-populate here.
Similar to goals, these are highly recommended for use in interview scorecards. You can find a fully populated competency library (built by our partners at HRSG) as a starting place.
When done, Click Next.
The next step is the Process and Description of the requisition. You will add a job description and select the appropriate application process. You will also be able to apply a requisition template to the form to auto-populate information such as the job description and requisition custom fields.
On this page, you can edit the following information:
- Make adjustments to the Job Title, Hiring Manager, Recruiter, and Open Date.
- You can select to use a requisition template, to populate the Job Description, Budget & Administrative, Additional Information, and Requisition Approvers. To learn more check out: Introduction to Requisition Templates.
- If a template is not used, you can start with the Job Description. You can copy and paste an existing job description into this field or type one out manually. Pro tip: Don't spend too much time formatting the description. Many settings such as font color and type will get overridden when the job is posted to job boards based on the boards' website settings.
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Apply Process, this includes:
- How the candidate will apply: Apply Online or Apply via Email.
- If Apply Online is selected, under the ‘Select the online process candidates will use to apply’ section click on the application to display a dropdown menu of all saved application templates for your organization.
- Your saved applications are listed alpha-numerically within this dropdown menu. Notice the default application selected on this page is based on the title of the application that comes first alphabetically.
- Depending on the Application that will be used, you can make adjustments to the application sections.
- If using Text-To Apply, you can toggle that on in this section. Text-To-Apply allows applicants to apply to this job via text message. Applicants will text the Application Code to the number added to this box. We recommend including the phone number and application code in the job description for posting.
- When done, click Next.
Budget
The next step is Budget. Here you will fill out Salary Range information, Approvers, Hiring Team, Additional Information, Custom Requisition Fields, Requisition Notes, and Attachments.
- The first option is: What is the salary range for this role? Is it budgeted? Below are the fields.
- Salary Range: This includes the salary range for the requisition (Yearly or Hourly). You can select to send the Salary Range when posting to Indeed.
- Budget: This includes: Budgeted Addition, Budgeted Replacement, Budgeted Temporary, Unbudgeted Addition, Unbudgeted Replacement, Unbudgeted Temporary, Budgeted Contractor, Unbudgeted Contractor, Budgeted Internship, and Unbudgeted Internship.
- Desired Start Date: The desired start date for the new hire.
- Replacing: If replacing a user, choose by typing in their name here. If a user was selected at the beginning, it will have auto-populated here.
- Number of openings: Depending on your requisition settings, this will eventually auto-close a requisition when all openings are filled. To learn more, check out: ATS: Requisition Settings.
- Office: This describes the Position location. Tied to job board posting and user setup. Hiring for a remote or statewide position? You will be able to select that option under "Location for Job Boards" below.
- Department: This refers to the department selected for the requisition.
- Close this requisition: Select the method you wish to use to close this requisition. This can be done manually when all openings are filled, or on a specified date.
- If applicable, you will also have the option to add an ADP WOTC Organization ID.
Setting an approval. This step is optional for recruiting users: depending on your Hiring Manager settings, they will have to set approvers. List your approvers here in the order that you would like for the approval process to follow. Type in the name of a specific user or role and select the user from the dropdown menu to add them to the Approval List.
When you Save (or post) your requisition, a copy of the requisition will get sent to the first approver via email. If they approve it, it will get sent to the second approver and so on down the line until every approver has approved. Once it has been fully approved, the position will open and post automatically. If it gets rejected, a notification will be sent to the assigned Recruiter.
Some accounts may have an approval process setting called Cascading Approvals enabled which includes new functionality not described in this guide. For more details on how to set up or use the Cascading Approvals feature, please review this article.
Select additional hiring managers or interviewers who will need access to the candidates who applied to this specific job posting.
Fill out the Additional Information (optional).
- Employment Status: This includes: Full-Time, Part-Time, Contract, Internship, Temporary, and Volunteer. This field is only supported by Indeed at this time.
- Experience Level: This includes: Entry Level, Mid Senior Level, Director, Executive, Internship, Associate, and Not Applicable.
- EEO Type: This includes: Not Set, Executive/Senior Level Officials and Managers, First/Mid-Level Officials and Managers, Professionals, Technicians, Sales Workers, Administrative Support Workers, Skilled Craft Workers, Semi-skilled Operatives, Laborers and Helpers, and Service Workers.
- Requisition ID: Depending on your requisition settings, the requisition ID will be generated upon saving or can be customized. To learn more, check out: ATS: Requisition Settings.
- Job Industry & Job Function: These fields include dropdowns of pre-set EEO information used for EEO reporting and tracking purposes. Note: that these cannot be customized.
- Requisition's Assigned Group*: If using data groups, you will have the option to select the assigned group here. Data Group access to this requisition and its candidates will be restricted to the requisition's hiring team and people who have access to the requisition's assigned group. "No Group" means that only the requisition's hiring team can view this requisition or its candidates.
Fill out any optional or required requisition custom fields that you may have set up in your account. To learn more, check out: Requisition Custom Fields.
You have the option to add requisition notes. Depending on your internal process, you can type in any additional notes about the requisition that your team needs. You can also directly tag another user in this note by typing the @ symbol, followed by their name. The tagged user will receive an email notification for the note you created.
The last step is attaching any attachments to the requisition. These attachments are internal only and only members of the hiring team will be able to view them.
When all necessary fields have been filled, you’ve completed the requisition creation process. If you have set an approval process, you’ll see a Send For Approval button at the bottom of the page. If no approval process is set, you’ll see a Save & Advance button which will bring you to posting options for this requisition.
Posting Options
The final step is your posting options. When creating a requisition, you have the option to open the requisition but not post it yet. This will allow you to return and make any adjustments.
Your posting options are:
- Internal Job Board: This option will only post the requisition to your internal career site and openings within ClearCompany.
- Public Job Board: This option will post the job to the following job boards: Indeed, Glassdoor, ZipRecruiter, Monster, and LinkUp.
- LinkedIn: If you have an integration with LinkedIn, you can select to post to LinkedIn. Note: you can only post to LinkedIn if the Public Job Board is toggled on. To learn more, check out: How to Post a Job from ClearCompany on LinkedIn.
- Sponsored Job Postings: You can select to pay to sponsor your job postings. To learn more, check out: Introduction to Sponsored Job Boards.
- Custom Candidate Sources: If you have created custom candidate sources, you can toggle those here. To learn more, check out: Custom Candidate Sources Setup.
- Vendor Access: You can select to add a third-party recruiter with Vendor access to a requisition, they will be able to upload resumes to specific requisitions. To learn more, check out: Vendors: Adding Candidates in V2.
To learn more about your job posting options, check out: Post a Job Requisition.
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