A well-crafted requisition is the foundation of a great hire. Here are a few practices that consistently improve outcomes.
Be specific in qualifications
Vague requirements like “strong communication skills” or “team player” are difficult to evaluate and can inadvertently favor or disadvantage certain candidate groups. Instead, describe the behavior or output you need: “Ability to translate complex technical concepts into plain-language content for a non-technical audience.”
Separate “Required” from “Preferred”
Research consistently shows that candidates from underrepresented groups are less likely to apply if they do not meet every listed qualification. Be honest about what is truly required on day one versus what can be learned on the job. Move anything that is a “nice to have” to the Preferred section.
Align with total compensation philosophy
Candidates increasingly evaluate offers holistically. Completing the Non-Financial Rewards section thoroughly signals that your organization values its people beyond base salary—and helps recruiters have informed conversations with candidates.
Coordinate before you click submit
Confirm with the hiring manager that the job title, qualifications, and compensation band are accurate before the requisition is approved. Changes after approval may require the recruiter to restart the sourcing process.
Support Resources
If you encounter issues with the Create Job Requisition function, the following resources are available.
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In-app feedback: Click the “Feedback” link in the top navigation bar to submit a bug report or feature request directly to the StaffingManager product team.
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Account settings: New workplace locations, group areas, and user permissions are managed by your StaffingManager system administrator via Account Settings.
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HR business partner: For questions about approved compensation bands, headcount, or required qualifications, contact your HR business partner.
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IT help desk: For login issues, access requests, or technical errors, contact your organization’s IT help desk.