Recruitment Project
A recruitment project is the vacancy. It is the record a candidate applies to, the thing the public careers page advertises, and the only place a questionnaire can be attached to a job. Most of it is filled for you from the approved Recruitment Requisition.
What it is for
The requisition is the request. The project is the vacancy. A client who asks why he needs both is really asking why the same facts are typed twice, and the answer is that they are not. When a requisition is approved, PeopleNest creates the project and copies the organisation assignment, the headcount, the timeline, the education and experience requirements, the salary band, the age range and the gender preference across. HR opens the project to finish it, not to fill it.
What is left to do is the part a requisition cannot know. Who owns the vacancy, which is the Recruiter. Which questions candidates should answer, which is the Questionnaire. And whether the job goes on the public careers page, which is the Company Website tick.
The second reason the project exists separately is that it is what the outside world sees. The advert a candidate reads is built from this record: the position name, the department, the site, the employee type, how many vacancies there are, the salary band, the closing date, and the Notes as the job description. Everything on the requisition that was internal, the reason for the hire and the approval argument, stays behind.
Three dates and one tick decide whether the job is publicly visible: Company Website must be ticked, and today must fall on or after Opening Date and on or before both Application Deadline and Close Date. A blank date is no limit at all. Close Date is the one HR reaches for when a job should come down.
A requisition becomes at most one project. The requisition list on this screen only offers requisitions that do not already have one.
Every field, in plain words
General
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Recruitment Project | The reference of the vacancy | VAC-2026-021 | Required. Must be unique. This is the reference an applicant's application points at. |
| Date | The day the vacancy was opened | 15 Jan 2026 | Required. Filled with the day the requisition was approved when the vacancy is created automatically. |
| Recruiter | Who is responsible for filling this vacancy | Pick it from the list, for example Shahid Mehmood, HR Officer | Comes from Employee Recruiter. On an automatically created vacancy this arrives holding the person who raised the requisition, so change it to the recruiter who actually owns the job. |
| Requisition | The approved request this vacancy came from | Pick it from the list, for example REQ-2026-014 | Already filled on an automatically created vacancy. The list only offers requisitions that have no vacancy yet. |
| Requisition Date | The day that requisition was raised | Fills itself from the requisition. Leave it. | |
| Employee Type | The kind of engagement on offer | Pick it from the list, for example Permanent | Published on the careers page. |
| Work Place | Where the work is done | Pick it from the list, for example ONS On-Site | ONS On-Site, HYB Hybrid, REM Remote. |
| Notes | The job description candidates read | Supervises a weaving shift of 22 operators, reports to the Production Manager. Responsible for shift output against plan, machine downtime reporting, operator attendance and housekeeping of the shed. | This is published as the job description, so it is public text. On an automatically created vacancy it already holds the requisition's Role Overview and Responsibilities Overview joined together, cut off at about a thousand characters. Read it before the job goes live. |
| Questionnaire | The set of questions candidates must answer after applying | Pick it from the list, for example Factory Trades Screening | Comes from Questionnaire. Leave it blank and candidates are asked nothing, so nothing is scored and nothing can be filtered on. |
Organization Assignment
All of this is filled from the requisition on an automatically created vacancy.
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Business Area | The business area the vacancy belongs to | Pick it from the list, for example Textiles | |
| Business Unit | The business unit the vacancy belongs to | Pick it from the list, for example Faisalabad Weaving | |
| Functional Area | The function the role sits in | Pick it from the list, for example Production | |
| Department | The department the person will join | Pick it from the list, for example Weaving | Published on the careers page. |
| Position | The position being filled | Pick it from the list, for example Production Supervisor | Published on the careers page as the job title. |
| Site | Where the person will work | Pick it from the list, for example Faisalabad Unit 2 | Published on the careers page. |
| Budgeted | Whether this headcount was in the approved budget | Ticked | Internal. Not published. |
| Position Budget Area | The budget the headcount comes from | Pick it from the list, for example Weaving Headcount | |
| Position Budget Area Period | The budget period the headcount comes from | Pick it from the list, for example FY 2026 |
The number of vacancies travels from the requisition's headcount and is published on the careers page, but it is not shown on this screen in the current build. If a client needs to change how many people a published vacancy is for, change the headcount on the requisition before it is approved, or close this vacancy and raise a new requisition.
Display
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Display on Employee Self Service | Tick to show the vacancy to your own staff on self service | Ticked | Use it when the client gives existing employees first refusal. |
| Company Website | Tick to put the vacancy on the public careers page | Ticked | Nothing reaches the public careers page without this tick, and the company itself must also be enabled on Career Page Setting. |
Recruitment Timeline
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Opening Date | The first day the vacancy is publicly visible | 15 Jan 2026 | A blank date means no start limit, so the job is visible straight away. |
| Application Deadline | The last day a candidate may apply | 10 Feb 2026 | Past this day the careers page still shows nothing for the job and refuses a new application with a message saying the position is no longer accepting applications. A blank date means no deadline. |
| Close Date | The day the vacancy comes off the careers page | 15 Feb 2026 | This is the date HR actually uses to retire a job. A blank date means the job stays up until the tick is removed. |
Majors
What the client wants in a candidate. The salary band is published on the careers page.
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Education | The qualification wanted | Pick it from the list, for example Textile Engineering | |
| Education Level | How far that qualification has to go | Pick it from the list, for example Bachelors | |
| Industry | The industry background wanted | Pick it from the list, for example Textile Manufacturing | |
| Years of Experience | Minimum relevant experience in years | 5 | |
| Salary Range From | The bottom of the band, in rupees per month | 75,000 | Published. Agree it with the client before the job goes live. |
| Salary Range To | The top of the band, in rupees per month | 95,000 | Published. |
| Age From | Youngest age wanted | 28 | |
| Age To | Oldest age wanted | 45 | |
| Gender | A gender preference, where the client has one and it is lawful | M Male or F Female | Leave it blank where there is no preference. Published. |
How to configure it
- Get the Recruitment Requisition approved. The vacancy then exists already and you are finishing it, not creating it. Create one by hand only when the client is not using requisitions at all.
- Open the vacancy and read the Notes. They are the published job description and they were assembled from the requisition's prose, so they may need a trim.
- Set Recruiter to the person or agency who owns the vacancy. It arrives holding whoever raised the requisition.
- Attach a Questionnaire. Without one, candidates are asked nothing and nothing can be scored.
- Check the three timeline dates. Opening Date, Application Deadline and Close Date are what decide whether the job is publicly visible today.
- Check that the salary band and the gender preference are what the client is willing to publish, because they are published.
- Tick Company Website when the job should go public, and Display on Employee Self Service if staff should see it too.
- Save. Make sure the company is enabled on Career Page Setting or the job will not appear however correct this record is.
Scenarios
"Put the Quality Inspector job on our website but not the Accounts Officer job"
Tick Company Website on the Quality Inspector vacancy and leave it unticked on the Accounts Officer one. Tick Display on Employee Self Service on the Accounts Officer vacancy if the client wants to fill it internally first. Both are recruiting, only one is public.
"Take the job down, we have hired somebody"
Set Close Date to today. The job stops being publicly visible and new applications are refused. Unticking Company Website does the same thing immediately. Either way, the applications you have already received stay where they are and the funnel on Applications Pipeline is untouched.
"We advertised it, nobody suitable applied, open it again"
Push Application Deadline and Close Date out, and make sure Company Website is still ticked. The job becomes visible again with its existing applications still attached, which is usually what the client wants. Create a fresh vacancy only when the job itself has changed, because a candidate who applied to the first one cannot be moved to the second.
"The same person applied for both our vacancies"
That is allowed and it is normal. One applicant record holds the man, and he has one application per vacancy. He is refused only if he tries to apply twice to the same vacancy. See Career Application for how the two applications are kept apart.
What it is connected to
- Recruitment Requisition creates this record and fills most of it.
- Employee Recruiter supplies the Recruiter.
- Questionnaire supplies the questions, and QuestionBank the questions inside it.
- Career Page Setting decides whether the company is on the public careers page at all.
- Career Application is one candidate's application to this vacancy.
- Recruitment Applicant is the candidate himself, and one applicant can hold applications to several vacancies.
If something looks wrong
- "The job is not on our careers page" - work down the list: Company Website unticked, the company not enabled on Career Page Setting, today before Opening Date, or today past Application Deadline or Close Date.
- "Candidates get a message saying the position is no longer accepting applications" - the Application Deadline or the Close Date has passed. Push them out.
- "Candidates are not being asked any questions" - no Questionnaire is attached to the vacancy.
- "The job description reads strangely or stops mid sentence" - the Notes were assembled from the requisition's two prose boxes and cut off at about a thousand characters. Edit the Notes here.
- "The requisition I want is not in the list" - it already has a vacancy. A requisition becomes at most one.
- "The recruiter on the vacancy is the department head, not our recruiter" - that is how the automatic copy leaves it. Change it.