User Stories Analysis like a Pro Consultant

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Recruit to Onboard Value Stream

The Recruit to Onboard Value Stream consists of several key processes that guide an organization through the recruitment lifecycle. Here's a comprehensive overview of these processes:

Job Requisition Creation and Advertising

Create Job Requisition (MHR-60-10-10)

This process involves:

Creating a detailed job requisition

Updating and refining the requisition

Obtaining necessary approvals

Preparing for posting across various channels

Advertise Job Requisition (MHR-60-10-15)

Once the requisition is approved, the next step is to advertise it:

Align recruiting approach between line manager and recruiter

Post job requisition through multiple channels:

Internal posting
External posting on career sites or job boards
Private internal/external posting
Posting via recruiting agencies

Proactive Recruitment Strategies

Create Evergreen Job Requisition (MHR-60-10-20)

This forward-thinking approach involves:

Creating job requisitions without current openings

Building talent pools for future positions

Enabling quick recruitment when headcount is approved

Perform Talent Search (MHR-60-10-30)

This process focuses on active candidate sourcing:

Utilizing existing internal candidate pools

Searching external candidate pools (custom pools, social networks)

Reaching out to potential candidates

Verifying interest and inviting qualified candidates to apply

Candidate Experience

Internal Candidate Experience (MHR-60-10-40)

This process supports internal mobility by:

Providing access to an internal job board

Allowing employees to build internal candidate profiles

Enabling application to internal postings

Offering options for employee referrals

External Candidate Experience (MHR-60-10-50)

This process caters to external applicants by:

Posting job openings externally

Facilitating candidate profile creation

Offering regular and "one-click" application options

Conducting automatic pre-screening

Administering further assessments where relevant

Selection and Closure

Select Candidate (MHR-60-10-60)

This comprehensive process covers:

Pre-screening of applicants

Various selection steps

Offer management

Close Recruiting Process (MHR-60-10-70)

The final stage involves:

Initiating post-offer background checks

Beginning the onboarding process

Informing remaining candidates of the outcome

Closing the job requisition

These processes form a cohesive recruitment strategy, from initial job posting to final candidate selection and onboarding initiation, ensuring a thorough and efficient approach to talent acquisition.

User stories for a Hiring Manager

Story ID	Persona	Requirement	Value	Feasibility (Y/N)	Evidence
HM_001	As a Hiring Manager	I can initiate a job requisition	So that I can fill vacancies in my team effectively	ㅤ	ㅤ
HM_002	As a Hiring Manager	I can define job requirements	So that I can attract the most suitable candidates	ㅤ	ㅤ
HM_003	As a Hiring Manager	I can collaborate with HR to create job descriptions	So that the job postings are accurate and appealing	ㅤ	ㅤ
HM_004	As a Hiring Manager	I can set expectations for candidate qualifications	So that recruiters can screen candidates effectively	ㅤ	ㅤ
HM_005	As a Hiring Manager	I can approve job postings	So that the recruitment process aligns with team needs	ㅤ	ㅤ
HM_006	As a Hiring Manager	I can suggest sourcing strategies	So that we target the right talent pools	ㅤ	ㅤ
HM_007	As a Hiring Manager	I can review candidate resumes	So that I can shortlist candidates who meet the role’s requirements	ㅤ	ㅤ
HM_008	As a Hiring Manager	I can schedule interviews	So that I can assess candidates’ suitability for the role	ㅤ	ㅤ
HM_009	As a Hiring Manager	I can participate in panel interviews	So that I gather diverse perspectives on candidates	ㅤ	ㅤ
HM_010	As a Hiring Manager	I can evaluate interview feedback	So that I make informed hiring decisions	ㅤ	ㅤ
HM_011	As a Hiring Manager	I can collaborate with HR on compensation discussions	So that offers are competitive and within budget	ㅤ	ㅤ
HM_012	As a Hiring Manager	I can approve final candidate selection	So that the best-fit candidate is hired	ㅤ	ㅤ
HM_013	As a Hiring Manager	I can provide feedback to rejected candidates	So that they have clarity on their application outcome	ㅤ	ㅤ
HM_014	As a Hiring Manager	I can oversee onboarding plans	So that new hires integrate smoothly into the team	ㅤ	ㅤ
HM_015	As a Hiring Manager	I can track recruitment metrics	So that I improve future hiring processes	ㅤ	ㅤ
HM_016	As a Hiring Manager	I can request workforce planning meetings	So that staffing aligns with team goals	ㅤ	ㅤ
HM_017	As a Hiring Manager	I can identify skill gaps in my team	So that recruitment focuses on addressing those gaps	ㅤ	ㅤ
HM_018	As a Hiring Manager	I can request internal job postings	So that current employees have growth opportunities	ㅤ	ㅤ
HM_019	As a Hiring Manager	I can review internal applicants	So that internal mobility is encouraged	ㅤ	ㅤ
HM_020	As a Hiring Manager	I can approve internal transfers	So that team structure remains balanced	ㅤ	ㅤ
HM_021	As a Hiring Manager	I can create interview scorecards	So that evaluations are consistent and objective	ㅤ	ㅤ
HM_022	As a Hiring Manager	I can conduct reference checks	So that candidate backgrounds are verified	ㅤ	ㅤ
HM_023	As a Hiring Manager	I can provide input on recruitment budgets	So that resources are allocated effectively	ㅤ	ㅤ
HM_024	As a Hiring Manager	I can define diversity hiring goals	So that my team reflects organizational values	ㅤ	ㅤ
HM_025	As a Hiring Manager	I can approve recruiter sourcing channels	So that hiring strategies align with team needs	ㅤ	ㅤ
HM_026	As a Hiring Manager	I can monitor time-to-fill metrics	So that hiring processes remain efficient	ㅤ	ㅤ
HM_027	As a Hiring Manager	I can assess candidate cultural fit	So that I can ensure new hires align with the company's values	ㅤ	ㅤ

HM_028	As a Hiring Manager	I can review candidate assessments	So that I can make data-driven hiring decisions	ㅤ	ㅤ
HM_029	As a Hiring Manager	I can request updates on recruitment progress	So that I stay informed about the status of open positions	ㅤ	ㅤ
HM_030	As a Hiring Manager	I can define interview panel members	So that interviews are conducted with the right stakeholders	ㅤ	ㅤ
HM_031	As a Hiring Manager	I can provide feedback on job descriptions	So that they align with team requirements	ㅤ	ㅤ
HM_032	As a Hiring Manager	I can request additional recruiter support	So that hiring timelines are met	ㅤ	ㅤ
HM_033	As a Hiring Manager	I can access recruitment dashboards	So that I have visibility into key hiring metrics	ㅤ	ㅤ
HM_034	As a Hiring Manager	I can request adjustments to recruitment priorities	So that urgent roles are filled first	ㅤ	ㅤ
HM_035	As a Hiring Manager	I can review and approve evergreen requisitions	So that talent pools are built for future needs	ㅤ	ㅤ
HM_036	As a Hiring Manager	I can track candidate progress through the hiring pipeline	So that I understand where delays might occur	ㅤ	ㅤ
HM_037	As a Hiring Manager	I can request recruiter feedback on market trends	So that hiring strategies remain competitive	ㅤ	ㅤ
HM_038	As a Hiring Manager	I can provide input on employer branding	So that job postings attract high-quality candidates	ㅤ	ㅤ
HM_039	As a Hiring Manager	I can assign team members to support interviews	So that candidate evaluation is thorough	ㅤ	ㅤ
HM_040	As a Hiring Manager	I can request tailored candidate reports	So that decision-making is easier	ㅤ	ㅤ
HM_041	As a Hiring Manager	I can approve onboarding plans	So that new hires are set up for success	ㅤ	ㅤ
HM_042	As a Hiring Manager	I can provide input on pre-screening criteria	So that unqualified candidates are filtered out early	ㅤ	ㅤ
HM_043	As a Hiring Manager	I can suggest improvements to the recruitment process	So that future hiring cycles are more efficient	ㅤ	ㅤ
HM_044	As a Hiring Manager	I can access training on interviewing best practices	So that my interview skills improve	ㅤ	ㅤ
HM_045	As a Hiring Manager	I can monitor diversity metrics in recruitment	So that my team meets organizational diversity goals	ㅤ	ㅤ
HM_046	As a Hiring Manager	I can escalate issues with recruitment timelines	So that delays are addressed promptly	ㅤ	ㅤ
HM_047	As a Hiring Manager	I can review recruiter performance metrics	So that hiring processes meet expectations	ㅤ	ㅤ
HM_048	As a Hiring Manager	I can provide feedback on rejected candidates’ profiles	So that recruiters refine their sourcing strategies	ㅤ	ㅤ
HM_049	As a Hiring Manager	I can access historical hiring data	So that my decisions are informed by past trends	ㅤ	ㅤ
HM_050	As a Hiring Manager	I can collaborate with HR to refine job titles	So that roles are attractive and competitive in the market	ㅤ	ㅤ

User stories for a Recruiter

User Story ID	Persona	Requirement	Value	Feasibility (Y/N)	Evidence
REC_001	As a Recruiter	I can create job requisitions	So that I can initiate the hiring process for open positions	ㅤ	ㅤ
REC_002	As a Recruiter	I can post job openings on internal and external platforms	So that I can attract a diverse pool of candidates	ㅤ	ㅤ
REC_003	As a Recruiter	I can configure job postings for specific audiences	So that the right candidates are targeted	ㅤ	ㅤ
REC_004	As a Recruiter	I can review and approve job requisitions	So that postings meet organizational standards	ㅤ	ㅤ
REC_005	As a Recruiter	I can search for candidates in internal talent pools	So that I can quickly identify qualified internal applicants	ㅤ	ㅤ
REC_006	As a Recruiter	I can perform external talent searches	So that I can find suitable candidates from external sources	ㅤ	ㅤ
REC_007	As a Recruiter	I can screen resumes	So that only qualified candidates proceed to the next stage	ㅤ	ㅤ
REC_008	As a Recruiter	I can schedule interviews	So that the recruitment process progresses efficiently	ㅤ	ㅤ
REC_009	As a Recruiter	I can send interview reminders to candidates	So that they are informed about their interview schedules	ㅤ	ㅤ
REC_010	As a Recruiter	I can provide feedback to hiring managers on candidate profiles	So that they make informed decisions	ㅤ	ㅤ
REC_011	As a Recruiter	I can request feedback from hiring managers after interviews	So that candidate evaluations are comprehensive	ㅤ	ㅤ
REC_012	As a Recruiter	I can manage candidate communications	So that candidates remain engaged throughout the process	ㅤ	ㅤ
REC_013	As a Recruiter	I can track candidate progress in the hiring pipeline	So that no steps are missed in the recruitment process	ㅤ	ㅤ
REC_014	As a Recruiter	I can create and manage candidate assessments	So that candidate skills and qualifications are thoroughly evaluated	ㅤ	ㅤ
REC_015	As a Recruiter	I can generate recruitment reports	So that stakeholders have visibility into hiring metrics	ㅤ	ㅤ
REC_016	As a Recruiter	I can configure pre-screening questions	So that unqualified applicants are filtered automatically	ㅤ	ㅤ
REC_017	As a Recruiter	I can collaborate with hiring managers to define role requirements	So that job postings align with team needs	ㅤ	ㅤ
REC_018	As a Recruiter	I can manage diversity hiring initiatives	So that organizational diversity goals are met	ㅤ	ㅤ
REC_019	As a Recruiter	I can track time-to-fill metrics	So that recruitment timelines are optimized	ㅤ	ㅤ
REC_020	As a Recruiter	I can manage relationships with recruitment agencies	So that external sourcing is effective	ㅤ	ㅤ
REC_021	As a Recruiter	I can monitor application statuses	So that candidates receive timely updates	ㅤ	ㅤ
REC_022	As a Recruiter	I can create evergreen job requisitions	So that talent pools are built for future hiring needs	ㅤ	ㅤ
REC_023	As a Recruiter	I can invite candidates from talent pools to apply for open roles	So that pre-qualified candidates are considered	ㅤ	ㅤ
REC_024	As a Recruiter	I can manage referrals from employees	So that referred candidates are prioritized appropriately	ㅤ	ㅤ

REC_025	As a Recruiter	I can track referral program performance	So that I can measure the success of employee referrals	ㅤ	ㅤ
REC_026	As a Recruiter	I can manage job postings on external job boards	So that I can attract candidates from diverse platforms	ㅤ	ㅤ
REC_027	As a Recruiter	I can update job postings based on hiring manager feedback	So that postings remain relevant and accurate	ㅤ	ㅤ
REC_028	As a Recruiter	I can review candidate profiles from social media platforms	So that I can identify passive candidates	ㅤ	ㅤ
REC_029	As a Recruiter	I can configure automated candidate communication	So that candidates stay informed without manual effort	ㅤ	ㅤ
REC_030	As a Recruiter	I can monitor candidate drop-off points	So that I can improve the application process	ㅤ	ㅤ
REC_031	As a Recruiter	I can provide regular updates to hiring managers	So that they are informed about recruitment progress	ㅤ	ㅤ
REC_032	As a Recruiter	I can access historical recruitment data	So that I can refine sourcing strategies	ㅤ	ㅤ
REC_033	As a Recruiter	I can create custom candidate reports	So that stakeholders receive tailored insights	ㅤ	ㅤ
REC_034	As a Recruiter	I can manage private job postings	So that sensitive roles are shared with specific audiences	ㅤ	ㅤ
REC_035	As a Recruiter	I can track cost-per-hire metrics	So that recruitment budgets are optimized	ㅤ	ㅤ
REC_036	As a Recruiter	I can configure interview scheduling tools	So that interviews are scheduled efficiently	ㅤ	ㅤ
REC_037	As a Recruiter	I can manage candidate feedback surveys	So that I improve the candidate experience	ㅤ	ㅤ
REC_038	As a Recruiter	I can track offer acceptance rates	So that hiring strategies are continuously improved	ㅤ	ㅤ
REC_039	As a Recruiter	I can collaborate with marketing teams for employer branding	So that job postings attract high-quality candidates	ㅤ	ㅤ
REC_040	As a Recruiter	I can manage relationships with university career centers	So that entry-level talent pipelines are strengthened	ㅤ	ㅤ
REC_041	As a Recruiter	I can create interview templates	So that interview processes are standardized	ㅤ	ㅤ
REC_042	As a Recruiter	I can monitor background check progress	So that onboarding timelines are met	ㅤ	ㅤ
REC_043	As a Recruiter	I can configure automated rejection emails	So that unqualified candidates receive timely responses	ㅤ	ㅤ
REC_044	As a Recruiter	I can manage candidate pipelines for multiple roles	So that recruitment efforts remain organized	ㅤ	ㅤ
REC_045	As a Recruiter	I can provide training to hiring managers on recruitment tools	So that they use systems effectively	ㅤ	ㅤ
REC_046	As a Recruiter	I can track diversity metrics for each job requisition	So that organizational diversity goals are met	ㅤ	ㅤ
REC_047	As a Recruiter	I can manage relationships with passive candidates	So that future hiring needs are fulfilled quickly	ㅤ	ㅤ
REC_048	As a Recruiter	I can identify bottlenecks in the hiring process	So that recruitment timelines improve	ㅤ	ㅤ
REC_049	As a Recruiter	I can configure alerts for upcoming deadlines	So that time-sensitive tasks are completed on time	ㅤ	ㅤ
REC_050	As a Recruiter	I can manage recruiter performance metrics	So that team productivity is optimized	ㅤ	ㅤ

User stories for a HRBP

User Story ID	Persona	Requirement	Value	Feasibility (Y/N)	Evidence
HRBP_001	As an HRBP	I can access workforce analytics dashboards	So that I can provide data-driven insights to business leaders	ㅤ	ㅤ
HRBP_002	As an HRBP	I can review employee engagement survey results	So that I can identify areas for improvement in employee satisfaction	ㅤ	ㅤ
HRBP_003	As an HRBP	I can collaborate with managers to create development plans	So that employees have clear growth opportunities	ㅤ	ㅤ
HRBP_004	As an HRBP	I can track attrition rates and trends	So that I can address potential retention issues	ㅤ	ㅤ
HRBP_005	As an HRBP	I can provide guidance on workforce planning	So that staffing aligns with business goals	ㅤ	ㅤ
HRBP_006	As an HRBP	I can support managers with performance review processes	So that employee evaluations are fair and consistent	ㅤ	ㅤ
HRBP_007	As an HRBP	I can access compensation benchmarking data	So that salary decisions are competitive and equitable	ㅤ	ㅤ
HRBP_008	As an HRBP	I can participate in succession planning discussions	So that critical roles have a pipeline of ready talent	ㅤ	ㅤ
HRBP_009	As an HRBP	I can provide input on diversity and inclusion initiatives	So that the organization fosters a more inclusive workplace	ㅤ	ㅤ
HRBP_010	As an HRBP	I can monitor compliance with labor laws	So that the organization avoids legal risks	ㅤ	ㅤ
HRBP_011	As an HRBP	I can advise managers on employee relations issues	So that conflicts are resolved effectively	ㅤ	ㅤ
HRBP_012	As an HRBP	I can support organizational change management initiatives	So that transitions are smooth and employees remain engaged	ㅤ	ㅤ
HRBP_013	As an HRBP	I can access training program participation data	So that I measure the effectiveness of learning initiatives	ㅤ	ㅤ
HRBP_014	As an HRBP	I can recommend internal mobility opportunities	So that employees have career growth within the organization	ㅤ	ㅤ
HRBP_015	As an HRBP	I can review headcount reports	So that hiring aligns with approved budgets	ㅤ	ㅤ
HRBP_016	As an HRBP	I can guide managers on disciplinary actions	So that processes are fair and legally compliant	ㅤ	ㅤ
HRBP_017	As an HRBP	I can analyze turnover reasons	So that retention strategies address root causes	ㅤ	ㅤ
HRBP_018	As an HRBP	I can provide feedback on leadership development programs	So that managers are better equipped to lead their teams	ㅤ	ㅤ
HRBP_019	As an HRBP	I can track the progress of diversity hiring goals	So that organizational objectives are met	ㅤ	ㅤ
HRBP_020	As an HRBP	I can support managers with onboarding new hires	So that employees start their roles effectively	ㅤ	ㅤ

User stories for a Recruiting Agency

User Story ID	Persona	Requirement	Value	Feasibility (Y/N)	Evidence
RA_001	As a Recruiting Agency	I can receive job requisitions from clients	So that I can understand their hiring needs	ㅤ	ㅤ
RA_002	As a Recruiting Agency	I can post job openings on multiple platforms	So that I can attract a diverse pool of candidates	ㅤ	ㅤ
RA_003	As a Recruiting Agency	I can screen and shortlist candidates based on client requirements	So that I provide only the most qualified candidates	ㅤ	ㅤ
RA_004	As a Recruiting Agency	I can schedule interviews between candidates and clients	So that the recruitment process progresses smoothly	ㅤ	ㅤ
RA_005	As a Recruiting Agency	I can provide feedback to candidates after client interviews	So that candidates are informed about their application status	ㅤ	ㅤ
RA_006	As a Recruiting Agency	I can manage candidate pipelines for multiple clients	So that I stay organized and efficient in handling recruitment processes	ㅤ	ㅤ
RA_007	As a Recruiting Agency	I can track recruitment metrics such as time-to-fill and cost-per-hire	So that I can demonstrate value to my clients	ㅤ	ㅤ
RA_008	As a Recruiting Agency	I can provide market insights to clients regarding talent availability	So that clients can make informed hiring decisions	ㅤ	ㅤ
RA_009	As a Recruiting Agency	I can manage contracts and agreements with clients	So that expectations are clear and legally compliant	ㅤ	ㅤ
RA_010	As a Recruiting Agency	I can maintain relationships with placed candidates	So that I build long-term trust and potential future opportunities	ㅤ	ㅤ

User stories for a Background Verification Provider (e.g., HireRight)

User Story ID	Persona	Requirement	Value	Feasibility (Y/N)	Evidence
BGVP_001	As a Background Verification Provider	I can receive background verification requests from employers	So that I can initiate the verification process	ㅤ	ㅤ
BGVP_002	As a Background Verification Provider	I can validate candidate information submitted for verification	So that I ensure accuracy and completeness of data	ㅤ	ㅤ
BGVP_003	As a Background Verification Provider	I can conduct identity verification checks	So that employers can confirm the candidate’s identity	ㅤ	ㅤ
BGVP_004	As a Background Verification Provider	I can perform education verification	So that employers can validate candidates’ academic credentials	ㅤ	ㅤ
BGVP_005	As a Background Verification Provider	I can perform employment history verification	So that employers can confirm candidates’ previous work experience	ㅤ	ㅤ
BGVP_006	As a Background Verification Provider	I can conduct criminal background checks	So that employers can assess any legal risks associated with hiring	ㅤ	ㅤ
BGVP_007	As a Background Verification Provider	I can verify professional licenses and certifications	So that employers can confirm candidates’ qualifications	ㅤ	ㅤ
BGVP_008	As a Background Verification Provider	I can provide real-time updates on verification progress	So that employers stay informed about the status of background checks	ㅤ	ㅤ
BGVP_009	As a Background Verification Provider	I can generate detailed background check reports	So that employers have comprehensive documentation for decision-making	ㅤ	ㅤ
BGVP_010	As a Background Verification Provider	I can flag discrepancies or issues identified during verification	So that employers are alerted to potential risks	ㅤ	ㅤ
BGVP_011	As a Background Verification Provider	I can integrate with applicant tracking systems (ATS)	So that background checks are seamlessly initiated and tracked	ㅤ	ㅤ
BGVP_012	As a Background Verification Provider	I can configure custom verification packages based on employer requirements	So that employers receive tailored services	ㅤ	ㅤ
BGVP_013	As a Background Verification Provider	I can provide compliance support for local and international regulations	So that employers meet legal requirements for hiring	ㅤ	ㅤ
BGVP_014	As a Background Verification Provider	I can store candidate data securely	So that sensitive information is protected	ㅤ	ㅤ
BGVP_015	As a Background Verification Provider	I can provide multilingual support for global verifications	So that international candidates are accommodated	ㅤ	ㅤ
BGVP_016	As a Background Verification Provider	I can send automated reminders to candidates for missing documents	So that the verification process is not delayed	ㅤ	ㅤ
BGVP_017	As a Background Verification Provider	I can track turnaround times for each verification process	So that service levels are maintained	ㅤ	ㅤ
BGVP_018	As a Background Verification Provider	I can provide analytics and insights on background check trends	So that employers gain valuable insights into their hiring processes	ㅤ	ㅤ
BGVP_019	As a Background Verification Provider	I can offer post-verification support to address employer queries	So that any concerns are resolved efficiently	ㅤ	ㅤ
BGVP_020	As a Background Verification Provider	I can archive completed verifications for future reference	So that employers have access to historical records	ㅤ	ㅤ