Recruitment Requisition

A requisition is the department's request to hire, with the position, the department, the headcount and the dates on it, put through approval. Once it is approved, PeopleNest creates the vacancy from it by itself, so nobody re-keys the same thirty fields on Recruitment Project.

Where

Recruitment & Onboarding › Recruitment Requisition

Who uses it

The department head who wants the hire, and HR

When

The moment a vacancy arises, before anything is advertised

Needs first

Position, Department, Employee Type

What it is for

This is the screen that turns "we are short a man on the night shift" into a document somebody has to approve. It names the position, the department, the site, the grade, how many are wanted and by when, and it carries the prose the department head writes about the role and its responsibilities.

A client will ask why there is both a requisition and a Recruitment Project when the two screens show almost the same fields. The answer is that they are the same facts at two different moments. The requisition is the internal request, which can be refused. The project is the public vacancy, which only exists once the request has been granted. One is an argument, the other is an advert.

They are not two screens of typing, though. When a requisition is approved, PeopleNest creates its project automatically, once, and copies the organisation assignment, the headcount, the timeline, the education and experience requirements, the salary range, the age range and the gender preference across. The role overview and the responsibilities overview are joined together into the project's Notes, because the project has no separate job description field and the Notes are what the careers page publishes as the job description. A requisition that already has a project is not copied again, however many times it is saved.

So in practice the department head fills this screen, approval runs, and HR finds the vacancy already waiting on Recruitment Project with only the recruiter and the questionnaire left to set.

Every field, in plain words

General

Field	What it means	What to put in it	Notes
Request	The reference of the requisition	REQ-2026-014	Required. Must be unique.
Request Date	The day the request was raised	12 Jan 2026	Required.
Request By	Who is asking for the hire	Pick it from the list, for example the production manager	Required. This is also the name that ends up as the Recruiter on the vacancy the requisition creates, so change it there if the client wants a recruiter named instead.
Employee Type	The kind of engagement wanted	Pick it from the list, for example Permanent	Required. Carried to the vacancy.
Work Place	Where the work is done	Pick it from the list, see below	Carried to the vacancy.
Status	Whether the requisition is still live	Pick it from the list, see below

Details

Three long text boxes, each on its own sub-tab. All three are prose, so write them as the department head would say them.

Field	What it means	What to put in it	Notes
Reason for Requisition	Why the hire is needed	Replacement for Asif Nawaz, who resigned on 8 Jan 2026 and leaves on 7 Feb.	This is the field approvers read first. It stays on the requisition and is not published anywhere.
Role Overview	What the job is	Supervises a weaving shift of 22 operators, reports to the Production Manager.	Carried into the vacancy's Notes, which is what the careers page publishes as the job description. Write it for a candidate to read, not for the approver.
Responsibilities Overview	What the person will be responsible for	Shift output against plan, machine downtime reporting, operator attendance, housekeeping of the shed.	Also carried into the vacancy's Notes, joined on to the Role Overview. The two together are cut off at about a thousand characters, so keep them tight.

Organization Assignment

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	Carried to the vacancy.
Business Unit	The business unit the vacancy belongs to	Pick it from the list, for example Faisalabad Weaving	Carried to the vacancy.
Functional Area	The function the role sits in	Pick it from the list, for example Production	Carried to the vacancy.
Department	The department that will hold the person	Pick it from the list, for example Weaving	Carried to the vacancy.
Site	Where the person will physically work	Pick it from the list, for example Faisalabad Unit 2	Carried to the vacancy.

Position

Field	What it means	What to put in it	Notes
Position	The position being filled	Pick it from the list, for example Production Supervisor	Carried to the vacancy. The position is what tells the rest of PeopleNest the shape of the job, so pick it even when the client thinks the job title is enough.
Position Category	The category the position belongs to	Pick it from the list, for example Supervisory
Position Grade	The grade the hire will come in at	Pick it from the list, for example G-7	Not carried to the vacancy. Set the grade again on the Offer when a candidate is chosen.
Position Budget Area	The budget the headcount is drawn from	Pick it from the list, for example Weaving Headcount	Carried to the vacancy.
Position Budget Area Period	The budget period the headcount is drawn from	Pick it from the list, for example FY 2026	Carried to the vacancy.
Budgeted	Tick if this headcount was in the approved budget	Ticked	Carried to the vacancy. An unbudgeted requisition is the one approvers argue about, so be honest with the tick.
Number of Required	How many people are wanted	3	Carried to the vacancy, and it becomes both the vacancy's required number and its number of vacancies. It is also what the Applications Pipeline measures hires against.

Recruitment Timeline

Field	What it means	What to put in it	Notes
Opening Date	The day the vacancy should go live	15 Jan 2026	Carried to the vacancy, where it is one of the dates that decides whether the careers page shows the job.
Application Deadline	The last day applications are accepted	10 Feb 2026	Carried to the vacancy. After this day the careers page refuses new applications for the job.
Closing Date	The day the vacancy stops being advertised	15 Feb 2026	Carried to the vacancy. This is the date HR actually uses to take a job off the careers page.
Start Date	The day the vacancy is wanted from	1 Feb 2026
Deadline	The date by which the department wants the seat filled	28 Feb 2026
Required Date of Joining	The day the department needs the person to join	1 Mar 2026	Set the real joining date on the Offer when a candidate accepts.

Display

Field	What it means	What to put in it	Notes
Employee Self Service	Tick to show the vacancy to your own staff on self service	Ticked	Carried to the vacancy. Tick it when the client wants to give existing employees first refusal.

Majors

What the client wants in a candidate. All of it is carried to the vacancy and 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 on offer, in rupees per month	75,000	Published on the careers page, so agree it with the client before saving.
Salary Range To	The top of the band on offer, in rupees per month	95,000
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 when there is no preference, which is the usual case. Both values are published on the careers page.

Work Place takes one of three values:

• ONS On-Site. The person works at the site named above. Everything on a factory floor is this.
• HYB Hybrid. Part at the site, part elsewhere. Office roles at some clients.
• REM Remote. The person does not come in.

Status is picked from a general status list that PeopleNest uses in several places, so it offers values that mean nothing for a requisition. The two worth using are OPEN Open, for a requisition still being worked, and CLOSE Close, for one that has been filled or abandoned. PROB Probation, CONF Confirmation and RESIG Resignation belong to an employee's life, not a requisition's, and should be left alone.

How to configure it

1. Make sure the Position, the Department, the site and the Employee Type all exist. The requisition can name them but cannot create them.
2. Open Recruitment Requisition and fill the General tab: reference, request date, who is asking, the employee type and the work place.
3. Go to Details and write the three prose boxes. Reason for Requisition is for the approver. Role Overview and Responsibilities Overview are for the candidate, because they become the published job description.
4. Fill Organization Assignment and Position. Put the real headcount in Number of Required.
5. Fill Recruitment Timeline. Opening Date, Application Deadline and Closing Date are the three that decide when the careers page shows the job, so get them right here rather than correcting them on the vacancy later.
6. Fill Majors with what the client actually wants in a candidate, including the salary band, since it is published.
7. Save and send it for approval.
8. Once it is approved, go and look at Recruitment Project. The vacancy is already there. Set its Recruiter and attach a Questionnaire, and tick Company Website if it should be public.

Scenarios

"Asif in weaving has resigned, we need a replacement by the first of March"

Raise the requisition the day the Resignation is recorded, not the day he leaves. Put the reason in plain words, naming the man and his last day, because that is the sentence that gets the approval through. Set Number of Required to 1 and Required Date of Joining to 1 March. Once it is approved the vacancy appears by itself and HR can publish it while Asif is still serving his notice.

"We need three machine operators, not one"

One requisition with Number of Required set to 3. Do not raise three requisitions. The number travels to the vacancy and then to the Applications Pipeline, which is what tells the hiring manager that two of the three seats are still empty. Three separate requisitions give you three separate funnels and no single answer.

"The department head wants a hire that is not in the budget"

Leave Budgeted unticked and say why in Reason for Requisition. The tick travels to the vacancy, so an unbudgeted hire stays visibly unbudgeted after approval rather than quietly becoming a normal one.

"The vacancy that got created is wrong"

Correct it on Recruitment Project. The copy happens once, when the requisition is approved, and correcting the requisition afterwards does not re-copy anything. If the requisition itself was wrong in substance, close it and raise a new one.

What it is connected to

• Position, Department and Employee Type must exist first.
• Resignation is usually what triggers a requisition.
• Recruitment Project is created from an approved requisition, once. The project's requisition list only offers requisitions that have no project yet, so a requisition becomes at most one vacancy.
• Applications Pipeline is keyed on the requisition, and measures hires against its headcount.
• Interview Evaluation can name the requisition an interview belongs to.

If something looks wrong

• "The requisition was approved but no vacancy appeared" - the approval was rejected, or the requisition was never released. Either one stops the copy.
• "The vacancy appeared twice" - it did not. The copy runs once per requisition and is skipped if a project already points at it.
• "The published job description is cut off halfway" - the Role Overview and Responsibilities Overview together ran past about a thousand characters. Shorten them and correct the Notes on the vacancy.
• "The requisition is not in the list on Recruitment Project" - it already has a vacancy. Only requisitions without one are offered.
• "The vacancy has no grade on it" - the grade is not carried across. Set it on the Offer when a candidate is chosen.