Estimated reading time: 0 minutes, 59 seconds

Can HR Put Out a Job Requisition Before a Job Description?

It may make sense to first lay out a job description before moving onto a job requisition, but not everyone in the human resources world agrees. So reports the Society for Human Resource Management.

Recruiters typically spell out the skills and requirements they want on a job description, and then seek approval or a job requisition to start the search. “I'd be curious to hear the view of those who think you can approve a requisition without the job description. What's the point?" says David Lewis, president and CEO of OperationsInc, an HR outsourcing and consulting firm. The requisition “is there to show the [company's] leadership the justification for the need. If the job has yet to be defined, then, as a CEO, I cannot legitimately assess the need and approve or deny.”

But Theresa Santoro, director of operations and HR with Actualize Consulting, has a different take. “My belief is that the client manager needs to identify that there is a need and create the requisition first,” Santoro said. “My job thereafter, as a recruiter, is to work with the client to identify what skills are needed.”

Read the full post from the Society for Human Resources Management.

Read 3020 times
Rate this item
(0 votes)

Visit other PMG Sites:

PMG360 is committed to protecting the privacy of the personal data we collect from our subscribers/agents/customers/exhibitors and sponsors. On May 25th, the European's GDPR policy will be enforced. Nothing is changing about your current settings or how your information is processed, however, we have made a few changes. We have updated our Privacy Policy and Cookie Policy to make it easier for you to understand what information we collect, how and why we collect it.