Two people having a conversation.
  • it tells recruiters exactly which qualifications and skills a candidate should have
  • it helps the organization avoid under/overstaffing by understanding where additional support is required
  • it provides a digital paper trail (when used with an applicant tracking system, for example), which provides full transparency in audit situations and ensures compliance with labor laws
  • it enables a company to pursue a policy of internal mobility and hold onto valued staff members who are seeking new challenges in their careers—and who would otherwise look beyond the company to find them
  • Communication is key: A job requisition is a chance to convince managers, departments, and the company hierarchy exactly why the role is important. Shine a spotlight on the value created and be as specific and context-related as possible.

  • Keep a level head when making the pitch. The job requisition should be consistent with the available budget and the job description should accurately reflect the new hire’s responsibilities. Don’t overinflate the position or add duties to attempt to appear more impressive to the job requisition’s audience—this is a recipe for failure (whether during the hiring process or after the successful candidate starts work).

  • Above all, keep in mind that a job requisition is not a job post. It’s not enough to simply list what the job entails. This internal document can be the key difference between a team struggling to meet its goals and a well-balanced crew that consistently delivers results on time and within budget.
3 people talking around a table with a laptop
Person sitting down and working on computer