A formal internal request submitted by a department manager to HR and Finance seeking authorization to hire for a new or replacement position.
- Category
- Talent & Recruitment
- Legal status
- Internal HR practice
- Relevant to
- HR, TA & hiring managers
- Reading time
- 3 min
What is Requisition?
A Job Requisition is the internal mechanism that initiates recruitment. Department leads submit a formal request detailing the business justification, required headcount, role level, target salary budget, and expected start date. Once approved by Finance and HR, the role is formally opened in the ATS.
Key takeaways
- 1A Job Requisition is the internal mechanism that initiates recruitment.
- 2Department leads submit a formal request detailing the business justification, required headcount, role level, target salary budget, and expected start date.
- 3Once approved by Finance and HR, the role is formally opened in the ATS.
Why Requisition matters
Prevents unauthorized headcount expansion and ensures all new hires align with annual corporate departmental budgets.
How Requisition works in practice
- 1
Align on the need
Agree with hiring managers on where Requisition fits into the role, headcount plan and hiring timeline.
- 2
Run a structured process
Apply Requisition consistently using defined stages, scorecards and owners.
- 3
Measure outcomes
Track time-to-fill, quality of hire and drop-offs to see how Requisition is performing.
- 4
Hand over to onboarding
Carry candidate data from Requisition directly into the employee record so nothing is re-keyed.
Real-world example
An engineering director submits a job requisition for two Senior DevOps Engineers, providing cost justification based on upcoming client infrastructure expansions.
Indian statutory reference
Internal financial and headcount governance procedure.
Rates, limits and state rules change often. Confirm against the latest notification or with your compliance advisor.
Best practices and common mistakes
Best practices
- Define a standard, written process for Requisition.
- Use structured scorecards to reduce interviewer bias.
- Keep candidates informed at every stage.
- Review hiring metrics monthly and adjust sourcing channels.
- Store candidate data only as long as your privacy policy allows.
Common mistakes
- Using Requisition informally, so results vary from one hiring manager to another.
- Letting offers lapse because approvals sit with a single person.
- Collecting candidate documents over email and WhatsApp without tracking.
- Not capturing why candidates drop out or decline offers.
Managing Requisition in SleetHR
SleetHR connects Requisition to onboarding, so offer details, documents and joining data flow straight into the employee master and payroll.