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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.
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User stories for a Hiring Manager
Story ID | Persona | Requirement | Value |
HM_001 | As a Hiring Manager | I can initiate a job requisition | So that I can fill vacancies in my team effectively |
HM_002 | As a Hiring Manager | I can define job requirements | So that I can attract the most suitable candidates |
HM_003 | As a Hiring Manager | I can collaborate with HR to create job descriptions | So that the job postings are accurate and appealing |
HM_004 | As a Hiring Manager | I can set expectations for candidate qualifications | So that recruiters can screen candidates effectively |
HM_005 | As a Hiring Manager | I can approve job postings | So that the recruitment process aligns with team needs |
HM_006 | As a Hiring Manager | I can suggest sourcing strategies | So that we target the right talent pools |
HM_007 | As a Hiring Manager | I can review candidate resumes | So that I can shortlist candidates who meet the role’s requirements |
HM_008 | As a Hiring Manager | I can schedule interviews | So that I can assess candidates’ suitability for the role |
HM_009 | As a Hiring Manager | I can participate in panel interviews | So that I gather diverse perspectives on candidates |
HM_010 | As a Hiring Manager | I can evaluate interview feedback | So that I make informed hiring decisions |
HM_011 | As a Hiring Manager | I can collaborate with HR on compensation discussions | So that offers are competitive and within budget |
HM_012 | As a Hiring Manager | I can approve final candidate selection | So that the best-fit candidate is hired |
HM_013 | As a Hiring Manager | I can provide feedback to rejected candidates | So that they have clarity on their application outcome |
HM_014 | As a Hiring Manager | I can oversee onboarding plans | So that new hires integrate smoothly into the team |
HM_015 | As a Hiring Manager | I can track recruitment metrics | So that I improve future hiring processes |
HM_016 | As a Hiring Manager | I can request workforce planning meetings | So that staffing aligns with team goals |
HM_017 | As a Hiring Manager | I can identify skill gaps in my team | So that recruitment focuses on addressing those gaps |
HM_018 | As a Hiring Manager | I can request internal job postings | So that current employees have growth opportunities |
HM_019 | As a Hiring Manager | I can review internal applicants | So that internal mobility is encouraged |
HM_020 | As a Hiring Manager | I can approve internal transfers | So that team structure remains balanced |
HM_021 | As a Hiring Manager | I can create interview scorecards | So that evaluations are consistent and objective |
HM_022 | As a Hiring Manager | I can conduct reference checks | So that candidate backgrounds are verified |
HM_023 | As a Hiring Manager | I can provide input on recruitment budgets | So that resources are allocated effectively |
HM_024 | As a Hiring Manager | I can define diversity hiring goals | So that my team reflects organizational values |
HM_025 | As a Hiring Manager | I can approve recruiter sourcing channels | So that hiring strategies align with team needs |
HM_026 | As a Hiring Manager | I can monitor time-to-fill metrics | So that hiring processes remain efficient |
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 |
HM_028 | As a Hiring Manager | I can review candidate assessments | So that I can make data-driven hiring decisions |
HM_029 | As a Hiring Manager | I can request updates on recruitment progress | So that I stay informed about the status of open positions |
HM_030 | As a Hiring Manager | I can define interview panel members | So that interviews are conducted with the right stakeholders |
HM_031 | As a Hiring Manager | I can provide feedback on job descriptions | So that they align with team requirements |
HM_032 | As a Hiring Manager | I can request additional recruiter support | So that hiring timelines are met |
HM_033 | As a Hiring Manager | I can access recruitment dashboards | So that I have visibility into key hiring metrics |
HM_034 | As a Hiring Manager | I can request adjustments to recruitment priorities | So that urgent roles are filled first |
HM_035 | As a Hiring Manager | I can review and approve evergreen requisitions | So that talent pools are built for future needs |
HM_036 | As a Hiring Manager | I can track candidate progress through the hiring pipeline | So that I understand where delays might occur |
HM_037 | As a Hiring Manager | I can request recruiter feedback on market trends | So that hiring strategies remain competitive |
HM_038 | As a Hiring Manager | I can provide input on employer branding | So that job postings attract high-quality candidates |
HM_039 | As a Hiring Manager | I can assign team members to support interviews | So that candidate evaluation is thorough |
HM_040 | As a Hiring Manager | I can request tailored candidate reports | So that decision-making is easier |
HM_041 | As a Hiring Manager | I can approve onboarding plans | So that new hires are set up for success |
HM_042 | As a Hiring Manager | I can provide input on pre-screening criteria | So that unqualified candidates are filtered out early |
HM_043 | As a Hiring Manager | I can suggest improvements to the recruitment process | So that future hiring cycles are more efficient |
HM_044 | As a Hiring Manager | I can access training on interviewing best practices | So that my interview skills improve |
HM_045 | As a Hiring Manager | I can monitor diversity metrics in recruitment | So that my team meets organizational diversity goals |
HM_046 | As a Hiring Manager | I can escalate issues with recruitment timelines | So that delays are addressed promptly |
HM_047 | As a Hiring Manager | I can review recruiter performance metrics | So that hiring processes meet expectations |
HM_048 | As a Hiring Manager | I can provide feedback on rejected candidates’ profiles | So that recruiters refine their sourcing strategies |
HM_049 | As a Hiring Manager | I can access historical hiring data | So that my decisions are informed by past trends |
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 |
User stories for a Recruiter
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User Story ID | Persona | Requirement | Value |
REC_001 | As a Recruiter | I can create job requisitions | So that I can initiate the hiring process for open positions |
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 |
REC_003 | As a Recruiter | I can configure job postings for specific audiences | So that the right candidates are targeted |
REC_004 | As a Recruiter | I can review and approve job requisitions | So that postings meet organizational standards |
REC_005 | As a Recruiter | I can search for candidates in internal talent pools | So that I can quickly identify qualified internal applicants |
REC_006 | As a Recruiter | I can perform external talent searches | So that I can find suitable candidates from external sources |
REC_007 | As a Recruiter | I can screen resumes | So that only qualified candidates proceed to the next stage |
REC_008 | As a Recruiter | I can schedule interviews | So that the recruitment process progresses efficiently |
REC_009 | As a Recruiter | I can send interview reminders to candidates | So that they are informed about their interview schedules |
REC_010 | As a Recruiter | I can provide feedback to hiring managers on candidate profiles | So that they make informed decisions |
REC_011 | As a Recruiter | I can request feedback from hiring managers after interviews | So that candidate evaluations are comprehensive |
REC_012 | As a Recruiter | I can manage candidate communications | So that candidates remain engaged throughout the process |
REC_013 | As a Recruiter | I can track candidate progress in the hiring pipeline | So that no steps are missed in the recruitment process |
REC_014 | As a Recruiter | I can create and manage candidate assessments | So that candidate skills and qualifications are thoroughly evaluated |
REC_015 | As a Recruiter | I can generate recruitment reports | So that stakeholders have visibility into hiring metrics |
REC_016 | As a Recruiter | I can configure pre-screening questions | So that unqualified applicants are filtered automatically |
REC_017 | As a Recruiter | I can collaborate with hiring managers to define role requirements | So that job postings align with team needs |
REC_018 | As a Recruiter | I can manage diversity hiring initiatives | So that organizational diversity goals are met |
REC_019 | As a Recruiter | I can track time-to-fill metrics | So that recruitment timelines are optimized |
REC_020 | As a Recruiter | I can manage relationships with recruitment agencies | So that external sourcing is effective |
REC_021 | As a Recruiter | I can monitor application statuses | So that candidates receive timely updates |
REC_022 | As a Recruiter | I can create evergreen job requisitions | So that talent pools are built for future hiring needs |
REC_023 | As a Recruiter | I can invite candidates from talent pools to apply for open roles | So that pre-qualified candidates are considered |
REC_024 | As a Recruiter | I can manage referrals from employees | So that referred candidates are prioritized appropriately |
REC_025 | As a Recruiter | I can track referral program performance | So that I can measure the success of employee referrals |
REC_026 | As a Recruiter | I can manage job postings on external job boards | So that I can attract candidates from diverse platforms |
REC_027 | As a Recruiter | I can update job postings based on hiring manager feedback | So that postings remain relevant and accurate |
REC_028 | As a Recruiter | I can review candidate profiles from social media platforms | So that I can identify passive candidates |
REC_029 | As a Recruiter | I can configure automated candidate communication | So that candidates stay informed without manual effort |
REC_030 | As a Recruiter | I can monitor candidate drop-off points | So that I can improve the application process |
REC_031 | As a Recruiter | I can provide regular updates to hiring managers | So that they are informed about recruitment progress |
REC_032 | As a Recruiter | I can access historical recruitment data | So that I can refine sourcing strategies |
REC_033 | As a Recruiter | I can create custom candidate reports | So that stakeholders receive tailored insights |
REC_034 | As a Recruiter | I can manage private job postings | So that sensitive roles are shared with specific audiences |
REC_035 | As a Recruiter | I can track cost-per-hire metrics | So that recruitment budgets are optimized |
REC_036 | As a Recruiter | I can configure interview scheduling tools | So that interviews are scheduled efficiently |
REC_037 | As a Recruiter | I can manage candidate feedback surveys | So that I improve the candidate experience |
REC_038 | As a Recruiter | I can track offer acceptance rates | So that hiring strategies are continuously improved |
REC_039 | As a Recruiter | I can collaborate with marketing teams for employer branding | So that job postings attract high-quality candidates |
REC_040 | As a Recruiter | I can manage relationships with university career centers | So that entry-level talent pipelines are strengthened |
REC_041 | As a Recruiter | I can create interview templates | So that interview processes are standardized |
REC_042 | As a Recruiter | I can monitor background check progress | So that onboarding timelines are met |
REC_043 | As a Recruiter | I can configure automated rejection emails | So that unqualified candidates receive timely responses |
REC_044 | As a Recruiter | I can manage candidate pipelines for multiple roles | So that recruitment efforts remain organized |
REC_045 | As a Recruiter | I can provide training to hiring managers on recruitment tools | So that they use systems effectively |
REC_046 | As a Recruiter | I can track diversity metrics for each job requisition | So that organizational diversity goals are met |
REC_047 | As a Recruiter | I can manage relationships with passive candidates | So that future hiring needs are fulfilled quickly |
REC_048 | As a Recruiter | I can identify bottlenecks in the hiring process | So that recruitment timelines improve |
REC_049 | As a Recruiter | I can configure alerts for upcoming deadlines | So that time-sensitive tasks are completed on time |
REC_050 | As a Recruiter | I can manage recruiter performance metrics | So that team productivity is optimized |
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User stories for a HRBP
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User Story ID | Persona | Requirement | Value |
HRBP_001 | As an HRBP | I can access workforce analytics dashboards | So that I can provide data-driven insights to business leaders |
HRBP_002 | As an HRBP | I can review employee engagement survey results | So that I can identify areas for improvement in employee satisfaction |
HRBP_003 | As an HRBP | I can collaborate with managers to create development plans | So that employees have clear growth opportunities |
HRBP_004 | As an HRBP | I can track attrition rates and trends | So that I can address potential retention issues |
HRBP_005 | As an HRBP | I can provide guidance on workforce planning | So that staffing aligns with business goals |
HRBP_006 | As an HRBP | I can support managers with performance review processes | So that employee evaluations are fair and consistent |
HRBP_007 | As an HRBP | I can access compensation benchmarking data | So that salary decisions are competitive and equitable |
HRBP_008 | As an HRBP | I can participate in succession planning discussions | So that critical roles have a pipeline of ready talent |
HRBP_009 | As an HRBP | I can provide input on diversity and inclusion initiatives | So that the organization fosters a more inclusive workplace |
HRBP_010 | As an HRBP | I can monitor compliance with labor laws | So that the organization avoids legal risks |
HRBP_011 | As an HRBP | I can advise managers on employee relations issues | So that conflicts are resolved effectively |
HRBP_012 | As an HRBP | I can support organizational change management initiatives | So that transitions are smooth and employees remain engaged |
HRBP_013 | As an HRBP | I can access training program participation data | So that I measure the effectiveness of learning initiatives |
HRBP_014 | As an HRBP | I can recommend internal mobility opportunities | So that employees have career growth within the organization |
HRBP_015 | As an HRBP | I can review headcount reports | So that hiring aligns with approved budgets |
HRBP_016 | As an HRBP | I can guide managers on disciplinary actions | So that processes are fair and legally compliant |
HRBP_017 | As an HRBP | I can analyze turnover reasons | So that retention strategies address root causes |
HRBP_018 | As an HRBP | I can provide feedback on leadership development programs | So that managers are better equipped to lead their teams |
HRBP_019 | As an HRBP | I can track the progress of diversity hiring goals | So that organizational objectives are met |
HRBP_020 | As an HRBP | I can support managers with onboarding new hires | So that employees start their roles effectively |
User stories for a Recruiting Agency
User Story ID | Persona | Requirement | Value |
RA_001 | As a Recruiting Agency | I can receive job requisitions from clients | So that I can understand their hiring needs |
RA_002 | As a Recruiting Agency | I can post job openings on multiple platforms | So that I can attract a diverse pool of candidates |
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 |
RA_004 | As a Recruiting Agency | I can schedule interviews between candidates and clients | So that the recruitment process progresses smoothly |
RA_005 | As a Recruiting Agency | I can provide feedback to candidates after client interviews | So that candidates are informed about their application status |
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 |
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 |
RA_008 | As a Recruiting Agency | I can provide market insights to clients regarding talent availability | So that clients can make informed hiring decisions |
RA_009 | As a Recruiting Agency | I can manage contracts and agreements with clients | So that expectations are clear and legally compliant |
RA_010 | As a Recruiting Agency | I can maintain relationships with placed candidates | So that I build long-term trust and potential future opportunities |
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User stories for a Background Verification Provider (e.g., HireRight)
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User Story ID | Persona | Requirement | Value |
BGVP_001 | As a Background Verification Provider | I can receive background verification requests from employers | So that I can initiate the verification process |
BGVP_002 | As a Background Verification Provider | I can validate candidate information submitted for verification | So that I ensure accuracy and completeness of data |
BGVP_003 | As a Background Verification Provider | I can conduct identity verification checks | So that employers can confirm the candidate’s identity |
BGVP_004 | As a Background Verification Provider | I can perform education verification | So that employers can validate candidates’ academic credentials |
BGVP_005 | As a Background Verification Provider | I can perform employment history verification | So that employers can confirm candidates’ previous work experience |
BGVP_006 | As a Background Verification Provider | I can conduct criminal background checks | So that employers can assess any legal risks associated with hiring |
BGVP_007 | As a Background Verification Provider | I can verify professional licenses and certifications | So that employers can confirm candidates’ qualifications |
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 |
BGVP_009 | As a Background Verification Provider | I can generate detailed background check reports | So that employers have comprehensive documentation for decision-making |
BGVP_010 | As a Background Verification Provider | I can flag discrepancies or issues identified during verification | So that employers are alerted to potential risks |
BGVP_011 | As a Background Verification Provider | I can integrate with applicant tracking systems (ATS) | So that background checks are seamlessly initiated and tracked |
BGVP_012 | As a Background Verification Provider | I can configure custom verification packages based on employer requirements | So that employers receive tailored services |
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 |
BGVP_014 | As a Background Verification Provider | I can store candidate data securely | So that sensitive information is protected |
BGVP_015 | As a Background Verification Provider | I can provide multilingual support for global verifications | So that international candidates are accommodated |
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 |
BGVP_017 | As a Background Verification Provider | I can track turnaround times for each verification process | So that service levels are maintained |
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 |
BGVP_019 | As a Background Verification Provider | I can offer post-verification support to address employer queries | So that any concerns are resolved efficiently |
BGVP_020 | As a Background Verification Provider | I can archive completed verifications for future reference | So that employers have access to historical records |
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