What is a Job Requisition? A Complete Guide for Modern Recruiters

A Job Requisition is more than just a hiring form—it's the foundation of an effective recruitment process. Whether you're scaling a startup or optimizing talent acquisition in a global enterprise, understanding job requisitions is essential for aligning your workforce planning with organizational goals.

In this guide, we’ll break down what a job requisition is, why it matters, how it fits into modern Applicant Tracking Systems (ATS), and how to optimize it for faster, smarter hiring.

What is a Job Requisition?

A job requisition is a formal request to open a new position within an organization. It typically includes essential details like:

• Job title and department

• Justification for the hire

• Headcount approval and budget allocation

• Reporting manager

• Job description and responsibilities

• Skills and qualifications required

• Desired start date

• Employment type (full-time, part-time, contract, etc.)

Think of it as the internal green light for recruitment. Once approved, the requisition often feeds directly into an ATS where the hiring workflow begins.

Why Is a Job Requisition Important?

Here are the key reasons job requisitions matter:

• Alignment with Business Goals

They ensure hiring aligns with organizational strategy, budget, and workforce planning.

• Standardization

Job requisitions bring structure to recruitment, reducing ambiguity and ad hoc hiring.

• Compliance & Audit Trail

They create a documented process that satisfies legal, financial, and internal policy requirements.

• Collaboration Across Departments

They foster coordination between HR, finance, department heads, and executives.

Job Requisition vs Job Description vs Job Posting

Understanding the differences helps avoid confusion and ensures your recruitment funnel flows smoothly.

How Job Requisitions Fit into ATS Workflows

Modern Applicant Tracking Systems (ATS) like Greenhouse, Lever, and MokaHR integrate job requisitions at the very beginning of the recruiting process. Here's how it works:

1. Hiring manager submits a job requisition

2. HR reviews and routes it for approvals (Finance, Legal, Execs)

3. Once approved, ATS creates a job profile automatically

4. Job description is generated or imported

5. The role is posted to job boards and careers page

Some platforms even allow automated approval chains, budget tracking, and requisition analytics.

What Should Be Included in a Great Job Requisition?

To ensure your requisition gets approved quickly and results in qualified candidates, include the following:

• 📌 Clear Role Purpose – Why is this position needed?

• 💰 Budget Justification – Is it in headcount planning?

• 📅 Target Start Date – Helps recruiters plan sourcing efforts.

• 🧭 Job Level & Department – Helps with compensation benchmarking.

• 🔍 Top 3 Skills Required – Gives sourcing teams a focus.

• ✅ Approval Routing – List of approvers for speedier processing.

Common Pitfalls to Avoid

• ❌ Vague or incomplete justifications

• ❌ Missing budget alignment

• ❌ No collaboration with HRBP or Finance

• ❌ Delayed approvals due to unclear routing

• ❌ Using old job descriptions that don't reflect current needs

Best Practices for Managing Job Requisitions

1. Use a centralized ATS with requisition management features

2. Create templates for repeat roles

3. Align with workforce planning and quarterly hiring plans

4. Enable role-based permissions to streamline approvals

5. Integrate with compensation and budgeting tools

Glossary Extension

• ATS (Applicant Tracking System): Software used to manage recruiting and hiring processes.

• Headcount Planning: A strategic process for forecasting future hiring needs.

• Hiring Manager: The person requesting a new hire and typically responsible for interviews and final decision-making.

• HRBP (HR Business Partner): An HR professional aligned with business units to support hiring and talent management.

Related HR Glossary Terms

• Job Description (JD)

• Applicant Tracking System (ATS)

• Candidate Experience

• Job Requisition

• Talent Pipeline

• Time to Hire

• Cost per Hire

• Sourcing Strategy

• Offer Acceptance Rate

• Employer Branding

FAQ: Job Requisitions

Q1: Who is responsible for creating a job requisition?
A: Usually the hiring manager or team lead, often in collaboration with HR and finance.

Q2: Can job requisitions be reused?
A: Yes, templates can help accelerate approvals for recurring roles.

Q3: Is a job requisition necessary for internal transfers or promotions?
A: It depends on company policy, but it's often used for tracking and compliance.

Q4: What if a requisition is delayed in approval?
A: ATS platforms with real-time routing and notifications can help prevent bottlenecks.

Conclusion

Job requisitions are a critical but often overlooked component of effective hiring. When done right, they accelerate recruitment, ensure organizational alignment, and improve the quality of hires. By integrating smart requisition workflows into your ATS and aligning them with business needs, you can transform recruiting from reactive to strategic.

Looking to streamline your job requisition process? [Try MokaHR ATS] – the smart recruitment platform trusted by 2,000+ companies. Automate approvals, align headcount with budgets, and hire faster than ever.

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