How to Write a Job Requisition: Steps, Examples & FAQs

A job requisition is the official starting point of the hiring process—the bridge between recognizing the need for a new hire and launching a job posting to attract qualified candidates. It’s a formal request made by hiring managers or a department to the hr team or leadership, detailing why the role is needed, what the job description should include, and how the position supports the company’s goals.

Think of it as the blueprint for a successful hire. Without a solid job requisition, the requisition process can slow down, misalign expectations, or even derail your ability to get the right candidate in front of your team.

What Is a Job Requisition?

A job requisition outlines the essential information about an open position before the hiring process begins. This document (or job requisition form) contains the job title, job description, budget, salary range, and justification for the request. It also notes whether the re is a replacement for a departing employee or a brand-new role created for business growth.

Job requisitions help managers and HR ensure budget alignment, workforce planning, and compliance with the company’s policy and privacy policy. They also make it easier to integrate advanced tools like recruiting automation to speed up approval workflows.

Why Job Requisitions Matter in the Hiring Process

Strong job requisitions prevent miscommunication and support faster hiring. They give HR a clear starting point, help leadership assess ROI, and ensure the hiring managers and recruiters know exactly what kind of candidates to target.

Whether you’re running full cycle recruiting or collaborating with multiple departments, a well-prepared job requisition will make it easier to align internal stakeholders and use the right sourcing channels.

Steps to Create a Job Requisition

1. Conduct a Job Analysis

Before drafting, complete a job analysis. This ensures your description matches the skills, experience, and responsibilities truly needed for the position. It also helps identify skills gaps and link the role to larger business objectives.

2. Define the Job Description

Include a clear job description with a breakdown of duties, qualifications, and expectations. This description will later feed directly into your job posting and job postings, ensuring consistency across all recruiting channels.

3. Align with Talent Sourcing Strategies

Partner with your team to decide how you’ll attract candidates. Modern approaches like talent sourcing strategies can expand your pool of candidates and boost the career opportunities you offer.

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4. Secure Approval

Route the requisition through the correct hr and leadership channels for approval. Using systems like an applicant tracking system streamlines this part of the process.

5. Plan Candidate Engagement

Consider tools like candidate relationship management to build ongoing career connections with potential hires—even if they aren’t selected for this job. This improves the candidate experience and long-term employee retention.

Example of a Job Requisition Form

A typical job requisition form might include:

• Job title and description
• Department and hiring manager
• Justification (why you need this hire)
• Salary range and budget code
• Desired start date
• Posting and advertising plan
• Special requirements (certifications, licenses, skills)

Best Practices for Writing Job Requisitions

1. Be precise. The more detail you provide, the easier it is to get the right candidates in the funnel.
2. Think long-term. Use the requisition process to align with succession planning and skills development needs.
3. Leverage tech. Integrating recruiting automation reduces manual work so you can focus on strategic hiring.
4. Collaborate early. Bring in HR, finance, and managers before submitting the requisition.
5. Track metrics. Monitor cost per hire and hiring process speed to optimize your workflow.

FAQs About Job Requisitions

1. What’s the difference between a job requisition and a job posting?
A job requisition is an internal process document, while a job posting is the external content you share with candidates.

2. Who creates a job requisition?
Usually the hiring manager or department head, with support from the hr team.

3. How does a requisition tie into recruiting?
It sets the stage for sourcing, posting, and engaging candidates using methods like full cycle recruiting.

4. Can job requisitions be reused?
Yes, you can adapt them for similar roles—especially if the description and posting remain relevant.

Moving Forward

A well-crafted job requisition sets your hiring team up for success. By combining a detailed job description, modern sourcing tactics, and integrated tools like recruiting automation, you can shorten the hiring process and improve the quality of your candidates.

From talent sourcing strategies to skills development, the most effective job requisitions are built for the future-proofing of your workforce.

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