Checklist
Recruitment hiring checklist
A practical path from role intake to offer — and a clean handoff to onboarding. Use it with any ATS or spreadsheet process. Dayzen notes cover verified recruitment capabilities only.
Hiring checklist
Role intake / hiring plan
Confirm headcount approval, budget band, must-have skills, location/remote rules, and target start window. Name a hiring manager and recruiter owner.
Job description and posting
Write a clear JD, decide channels, and publish with a single source of truth for requirements so screeners score consistently.
Application intake
Collect applications into one pipeline. Reject incomplete applications early and acknowledge candidates where policy requires it.
Screening
Phone/video screen against must-haves. Capture structured notes — not only gut feel — before advancing stages.
Interview stages and feedback
Define stage sequence, interviewers, and scorecards. Require written feedback before the next stage to avoid ghost decisions.
Offer decision
Calibrate level/compensation with the approved band. Document the decision and any contingencies (background check, notice period).
Offer letter / acceptance
Issue the offer, track acceptance or decline, and store the final terms for onboarding and payroll setup.
Handoff to onboarding owner
Transfer candidate details, joining date targets, and outstanding conditions to the onboarding owner the same day acceptance lands.
Close or archive requisition
Mark the req filled or cancelled, archive rejected candidates per retention policy, and capture time-to-fill notes for the next hire.
Where Dayzen helps
Dayzen recruitment supports jobs, applications, interview pipeline tracking, offer templates, and candidate portals, with handoff into the onboarding new joiners pipeline.