Job Requisition
Also known as: Req, Job Req
A job requisition — often shortened to “req” — is the document or system record through which a hiring manager formally asks the organisation to fill a role. It sets out what is being hired (title, level, function, location), why (a backfill for a leaver, a new position to support growth, or a conversion of a contractor), and against what budget. Once the requisition is approved, it becomes the authority for a recruiter to start sourcing and the unique identifier that every candidate, interview, and offer for that role is tracked against.
The requisition sits at the very front of the hiring process, before any candidate exists. It usually moves through an approval chain — hiring manager, finance or the budget owner, and sometimes an executive sponsor — so that headcount and cost are signed off before recruiting invests time. A well-formed requisition distinguishes a new (net-new headcount) req from a backfill, records whether the role is permanent, fixed-term, or contract, and links to a job description. Because reporting keys off the req, metrics like time-to-fill and cost-per-hire are all measured from the point it is opened.
In a Global Capability Centre, requisitions are where global headcount plans meet local hiring reality. A GCC may run hundreds of open reqs at once across engineering, data, and shared-services functions, each tied to a cost centre and a charter the centre has committed to deliver. Disciplined requisition management — clean approvals, accurate role levelling, and prompt closure of filled or cancelled reqs — keeps the pipeline honest and prevents “ghost” reqs that inflate the apparent hiring load. It is also the anchor for workforce planning, since the open-req list is the clearest live picture of demand.
Frequently asked questions
What is a job requisition?
A job requisition is the formal internal request to open and fill a role, capturing its title, level, team, budget, and business justification. Once approved, it authorises recruiting to begin and becomes the record every candidate for that role is tracked against.
What is the difference between a job requisition and a job description?
A job requisition is the internal authorisation and budget request to hire — it says a role is approved to fill. A job description is the outward-facing summary of the role’s responsibilities and requirements. A requisition usually links to a job description, but they serve different purposes.
Who approves a job requisition?
A job requisition typically moves through an approval chain that includes the hiring manager and the budget owner in finance, and sometimes an executive sponsor. This ensures headcount and cost are signed off before recruiting invests time in sourcing candidates.
What is the difference between a new and a backfill requisition?
A new requisition creates net-new headcount to support growth or a new function, adding to the overall headcount plan. A backfill requisition replaces someone who has left, keeping headcount flat. Distinguishing the two matters for budgeting and workforce planning.
Why does requisition management matter in a GCC?
A Global Capability Centre may run hundreds of open requisitions at once, each tied to a cost centre and delivery charter. Clean approvals, accurate role levelling, and prompt closure of filled or cancelled reqs keep hiring metrics honest and give the clearest live picture of demand for workforce planning.