The Req to Rec Process

This article explains how the Recruiting & Hiring workflow moves from job requisition to recommendation for hire (req to rec). Topics include how a vacancy moves through requisition approval, posting, applicant screening, interview management, selection, and onboarding. 

Job Requisition and Approval

The hiring process begins when a principal or hiring authority submits a requisition for a job posting.

• Submitted by the principal or hiring authority.
• Moves through a predefined district approval process.
• Posts as a vacancy once approved.

This structured approval workflow ensures that all openings follow district requirements before becoming visible to applicants.

Job Posting and Application

Once approved, the vacancy is posted for applicants to view. Applicants will:

• Search for open positions.
• Apply for the job.
• Submit a resume with the application.

When an applicant lists references, the system automatically sends reference surveys to those contacts for completion.

Applicant Screening and Pipeline Management

After applications are received, hiring teams manage candidates within the applicant tracking pipeline. Hiring teams will:

• Filter applicants using available screening criteria.
• Add and remove columns to review relevant applicant data.
• Move applicants through pipeline stages as they progress.

These tools support efficient review and help hiring teams focus on qualified candidates.

Communication and Applicant Notes

Communication with applicants can begin at any point in the screening process. Hiring teams will:

• Use batch actions to communicate with multiple applicants at once.
• Send messages using email templates.
• Add notes directly to applicant profiles.

This centralized communication ensures consistent messaging and documentation throughout the hiring process.

Interview Scheduling and Management

Principals and hiring managers use the interview manager to coordinate interviews without calling applicants directly. Hiring teams will:

• Send interview invitations through the system.
• Allow applicants to select their own available time slot.
• Provide automatic confirmation to applicants.
• Allow applicants to reschedule if conflicts arise.

Interview committees are managed within the interview manager. Interview questionnaires are created in the system and used by all committee members to support a consistent evaluation process.

After scheduling is complete, applicants are interviewed.

Recommendation for Hire

Once a finalist is selected, the hiring authority submits a recommendation for hire form to the central office.

• Follows the district’s specific approval process.
• May include extending an offer to the applicant.

This step ensures district-level review and approval before finalizing employment.

Marking an Applicant as Hired and Onboarding

When the district is ready to onboard the selected candidate, marking the applicant as hired in applicant tracking initiates several automated actions. The system will:

• Push the new hire’s information to Frontline Central.
• Send the new hire packet to the employee.
• Transfer information to Absence Management.
• Close and deactivate the job posting.
• Send notification emails to applicants who were not selected.

This automation supports a smooth transition from candidate to employee and reduces manual follow-up for hiring teams.