Defining a Job Requisition (vs. a Posting and Description)

Reviewed by Brendan Sullivan, Indeed Recruiter
4+ years of experience, 150+ roles filled

 

As your business grows and new employees come on board, you can use a job requisition form to help establish a budget and prepare for upcoming team members. This document allows managers to request new employees when they feel their department needs more people to increase efficiency and productivity. Learn more about what a job requisition is, how it differs from a job posting and description and how to write a job requisition.

 

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What is a job requisition?

A job requisition is a document department managers use to formally ask if they can hire a new employee on to their team. Managers use these documents either to fill a recently vacated role or to build a new role. They often submit this request to the human resources department who reviews it and sends it to the leadership team for final approval. After it’s approved by all the necessary parties, the recruiter or hiring manager uses the job requisition form to create a job description and post it on job listing sites.
 

Read more: How to Hire a Recruiter

 

How job requisitions differ from job postings and job descriptions

Job requisitions are formal requisitions that internal employees use to describe their need for a new hire. When the requisition is approved, hiring managers use it to craft a job description, which details the open position’s duties, responsibilities and required qualifications. When the hiring manager publishes this description on job listing sites for candidates to view, it becomes a job posting.
 

Hiring managers usually edit the job description to feature a more engaging tone to attract candidates before posting it on job listing sites. They also add a brief description of the company to give candidates more background and information on the company and its benefits.
 

Read more: 7 Recruiter Interview Questions and Answers

 

What does a job requisition include?

A job requisition must include specific information to help the hiring manager craft a detailed job description and posting. Leadership and human resources members also use the document to help them estimate the budget needed to bring on this potential new hire. Here’s what to include in a job requisition:
 

  • Title of the role you want to fill
  • Department
  • Name of the department manager requesting to fill the position
  • Date you want the position filled
  • Job description
  • If the position is full-time, part-time or contract
  • If the requested new employee is a replacement, relocation or new hire
  • Salary range or hourly rate
  • An outlined interview process, including names of interviewers

How to write a job requisition

It’s important to write a thorough job requisition that successfully demonstrates your department’s need for a new hire. Follow these three steps to write your job requisition:

 

1. Explain why you need to fill this role

Write down which work items aren’t being completed due to a lack of team members. Use this information to explain how much productivity is being lost and why bringing on a new team member is beneficial for the company. List the duties and responsibilities this employee would be in charge of once they’re hired. Make sure you have enough listed to justify paying for the onboarding of a new employee.

 

2. Get other employees and executives to sign off on your requisition

It may be easier to get your requisition approved if you have support from other department heads and employees. Pitch your request to other managers or leadership members who you believe may also benefit from this new hire. For instance, a new accounting team member could quicken the delivery of budget reports for the executive team to reference and present on each month. These other employees may choose to vouch for you if the leadership team is having a difficult time deciding if the new hire is necessary.

 

3. Use metrics to explain how a new employee will help your department and the company achieve its goals

Statistics, data and numbers provide proof to hiring managers regarding how beneficial it would be to hire a new employee. Conduct research and build metrics to explain how much the new hire could help the company increase its performance. List some of the company’s goals or your department’s goals and explain which tasks the new employee will complete to help achieve these goals. Be as specific as possible by listing your estimates for what the employee will achieve in three months, six months, nine months and a year.


Brendan Sullivan is an Indeed recruiter based in Austin, TX with 4+ years of experience. You can usually find him enjoying one of the several amazing coffee shops in Austin or organizing his record collection.

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