Manage Recruitment from Requisition to Offer in One Workflow
A hiring need gets approved over a phone call, resumes pile up in an inbox, and nobody can say how many candidates are actually in process for a role. Recruitment management puts requisition, applicant tracking, interview scheduling and offer approval into one workflow that managers and HR both see.
What is recruitment management?
Recruitment management is the GullyHR module that manages hiring from an approved manpower requisition through job openings, applicant tracking, candidate screening, interview scheduling and evaluation to offer tracking. It gives hiring managers and HR administrators one place to see where every open role and candidate stands.
When businesses ask us for this
- A department head says they need to hire, but there is no record of who approved the position or its budget.
- Resumes for the same opening are spread across three inboxes and a WhatsApp forward, and duplicates go uncaught.
- Interview feedback exists only in the interviewer's memory by the time a hiring decision is made.
- An offer goes out before anyone confirms the salary band or the approval it needed.
- A candidate is left waiting for days because their status was never updated after the interview.
- Nobody can say, without checking manually, how many positions are open right now or how long they have been open.
- A good candidate is lost because scheduling the next interview took longer than the candidate was willing to wait.
What the work covers
Recruitment management configures the hiring workflow your company actually wants to run: how a requisition is raised and approved, how a job opening is tracked, how candidates are screened, scheduled and evaluated, and how an offer is approved and tracked to joining. You provide your current hiring process, approval levels and the roles typically involved, such as the hiring manager, interview panel and final approver. We configure the workflow, requisition and evaluation formats, and train recruiters, hiring managers and HR administrators to use it. This is delivered as configuration and training within a GullyHR software engagement, not a standalone applicant-tracking product sold on its own.
Manpower requisitions
A requisition form with an approval route, so a hiring need is raised, approved and tracked before recruiting starts, rather than beginning on a verbal go-ahead.
Job openings
Each approved position tracked as an open role with its status, so the list of what is currently being hired for is always current.
Applicant tracking
Candidates for each opening tracked in one place, replacing resumes and status updates scattered across email and messaging.
Candidate screening
A screening step and record for each candidate, so shortlisting decisions and the reasons behind them are visible rather than remembered.
Interview scheduling
Interview rounds scheduled and tracked against each candidate, reducing the coordination that currently happens by phone and message.
Candidate evaluations
A structured evaluation or scorecard format for interviewers to record feedback, so a hiring decision is based on a visible record.
Offer tracking
Offer approval and issue tracked against the requisition and the candidate, through to confirmed joining.
Recruitment reports
Reports on open positions, pipeline stage, time in each stage and offers pending, built from the same data captured during the hiring workflow.
How it runs
Process mapping
We review your current hiring process, requisition approval levels and the roles involved at each stage.
Requisition and approval configuration
The requisition form and its approval route are configured to match your actual sign-off levels.
Evaluation format setup
Screening and interview evaluation formats are configured for the roles you typically hire for.
Workflow configuration
Job opening, applicant tracking, scheduling and offer tracking stages are configured end to end.
Role and permission setup
Access for recruiters, hiring managers, interview panels and approvers is defined by role.
Training
Recruiters and HR administrators are trained on day-to-day use; hiring managers and interviewers are shown how to review candidates and record evaluations.
Go-live
The workflow goes live for new requisitions, with support through the first few hiring cycles.
Review
We review the workflow against how hiring actually happened and adjust configuration where a step did not fit in practice.
What you receive
- A configured requisition form and approval route matching your sign-off levels.
- A configured recruitment workflow from job opening through to offer tracking.
- Screening and interview evaluation formats for your typical roles.
- Defined roles and access for recruiters, hiring managers, interview panels and approvers.
- Recruitment reports covering open positions, pipeline stage and offer status.
- Training sessions for recruiters, hiring managers and interviewers.
- Reference documentation for running the recruitment workflow.
Who it is for
- SMBs hiring regularly enough that resumes and status tracked by email are becoming unmanageable.
- Businesses with more than one hiring manager, where requisition approval and offer sign-off need a consistent route.
- Multi-location companies hiring for similar roles across sites, where a common workflow helps rather than each site improvising.
- Companies wanting visibility into open positions and pipeline status without asking recruiters for an update.
- Growing businesses formalising a hiring process for the first time, ahead of scaling headcount.
Why GullyHR.
Because GullyHR also consults on recruitment process design, this module is configured against a requisition and approval structure that reflects how your management actually wants hiring decisions made, rather than a generic applicant-tracking template. If your recruitment process itself needs to be designed or tightened before it is configured, that work is available from the same team.
What changes
- Every hire begins from an approved requisition, so there is a record of who approved the position and on what basis.
- Candidate status and interview feedback are visible in one place instead of scattered across email and memory.
- Offers are tracked against the approval they needed, reducing the chance of an offer going out unapproved.
- Open positions and pipeline status are available from a report rather than a manual check with each hiring manager.
- Interview scheduling happens inside the workflow, reducing coordination delay that can cost a good candidate.
Who does what
| Activity | GullyHR | Your team |
|---|---|---|
| Defining requisition approval levels | Recommends a workable approval structure and configures it. | Confirms who approves a requisition at each level, based on role or cost. |
| Providing the current hiring process | Maps the process and configures the matching workflow. | Describes how hiring currently happens, including any exceptions. |
| Setting evaluation formats | Drafts and configures screening and interview scorecards. | Reviews and confirms the criteria that matter for your typical roles. |
| Running the recruitment workflow | Trains users and remains available for configuration adjustments. | Recruiters and hiring managers use the workflow for day-to-day hiring once trained. |
| Reviewing recruitment reports | Configures the reports and explains what each figure is built from. | Reviews reports as part of management's regular hiring oversight. |
Where the software fits
Recruitment management shares the employee record structure used elsewhere in the GullyHR platform, so once a candidate is hired, their record moves into core employee management and onboarding without re-entering the same information. Access is role-based, so a hiring manager sees candidates for their own open positions, an interviewer sees the candidates they are scheduled to evaluate, and HR administrators see the full pipeline. The module is designed for use by recruiters, hiring managers and interviewers on a computer or a mobile browser, including reviewing a scorecard between meetings. Publishing job openings to external job boards or career sites is not assumed as a built-in capability; where that is needed, it is scoped and confirmed as a specific requirement.
Ways to engage us
- Demonstration and scoping
- A walkthrough of the module against your current hiring process, followed by agreed scope for requisition levels, evaluation formats and roles.
- Configuration and rollout
- The workflow is configured, tested against sample requisitions and rolled out for live hiring.
- Ongoing support
- Continued support for new roles, evaluation formats or approval changes as hiring needs evolve.
Questions we are asked
It manages hiring from an approved manpower requisition through job openings, applicant tracking, candidate screening, interview scheduling and evaluation to offer tracking, with recruitment reports built from the same data.
Yes. It suits a business hiring occasionally as well as one hiring across multiple locations, since requisitions, openings and candidates are tracked by role and location within the same workflow.
Recruitment management works with new requisitions and candidates going forward. Once a candidate is hired, their record moves into core employee management, where existing employee data is migrated as part of that module.
Within GullyHR, a hired candidate's record flows directly into core employee management and onboarding. Connecting to an external job board or a separate applicant-tracking system would need to be scoped as a specific requirement.
Implementation includes process mapping, requisition and workflow configuration, and evaluation format setup, followed by training for recruiters, hiring managers and interviewers.
The module is built to track candidates once they are in your pipeline. A public-facing careers page or application form is not assumed by default; if you want one, it would be scoped as a separate requirement.
Interviewers record structured feedback against a scorecard format configured for your typical roles, so a hiring decision is based on a visible record rather than a verbal recap.
Access is role-based. Hiring managers see their own open positions and candidates, interviewers see candidates they are scheduled to evaluate, and HR administrators see the full recruitment pipeline.
Reports cover open positions, pipeline stage, time spent in each stage and offers pending, built from the requisition and candidate data captured during hiring.
After a demonstration and a review of your current hiring process and approval levels, we agree the workflow, evaluation formats and roles involved, and the proposal sets out scope and delivery before work begins.
Prefer to talk first? +91 80958 58589 · hello@gullyhr.com