Recruiter
MotorPH Enterprise models hiring as five linked records, each with its own page under the Recruitment group in the sidebar. A hire moves through them in order, and each step leaves a record the next one points back at.
Job Requisition → Job Opening → Job Applicant → Interview Schedule → Job Offer → Employee
The chain matters because the last link is automatic: when a job offer's status changes to
Accepted, the system creates the employee record and a user account for the new hire. Everything
upstream of that — the applicant's contact details, the offer's compensation breakdown, the
statutory ID numbers — is what feeds that record, so incomplete data earlier in the pipeline
shows up as a blocked acceptance later.
The pipeline end to end
A department needs a hire, so someone raises a job requisition naming the department,
position, number of vacancies and estimated cost. It starts as Draft, is submitted as Open,
and an authorised user moves it to Approved. Optionally, a staffing plan provides the
budget context: a fiscal-year headcount plan with line items for the roles it expects to fill.
See Requisitions and staffing plans.
Once the hire is approved, a job opening carries the public-facing posting — title,
description, required skills, salary range and dates. Openings with status Open appear on the
public careers pages at /careers, where anyone can read the posting and apply without an
account. See Job openings and the careers page.
Every application, whether submitted through the careers page or typed in by a recruiter, becomes a job applicant record. This is where screening happens: a table view with status tabs, a Kanban pipeline board, a candidate drawer with resume upload and a skills match score. See Applicants and screening.
Shortlisted candidates get interview schedules — one record per round, each with an
interviewer, a time, a location and a feedback thread. When a candidate clears the rounds, a
job offer records the terms. Filling in the offer's Hiring Details and then setting its status
to Accepted is the handoff into the HR module. See Interviews and offers.
Where the pages live
The Recruitment group in the sidebar holds these seven pages:
| Sidebar item | Route |
|---|---|
| Job Requisitions | /job-requisitions |
| Staffing Plans | /staffing-plans |
| Job Openings | /job-openings |
| Job Applicants | /job-applicants |
| Interview Schedules | /interview-schedules |
| Job Offers | /job-offers |
| Recruitment Analytics | /recruitment-analytics |
A Government Forms entry sits in the same group but belongs to HR administration rather than recruitment, and is gated on a different permission.
Sidebar entries are filtered twice: by permission, and by the active role. All of these items are scoped to the HR Administrator role, so if your account holds several roles you need HR Administrator selected as the active role for the Recruitment group to appear at all.
Permissions
Five permissions govern the module. Everything read-only sits behind one of them; the write paths are split so an interviewer can record feedback without being able to issue offers.
| Permission | What it unlocks |
|---|---|
hr.recruitment.view | Reading requisitions, openings, applicants, interviews and offers, plus recruitment analytics |
hr.recruitment.manage | Creating, editing, deleting and re-statusing requisitions, openings and applicants; uploading and removing resumes |
hr.recruitment.interview.manage | Creating, editing, cancelling and deleting interview schedules |
hr.recruitment.offer.manage | Creating offers, editing hiring details, changing offer status, deleting offers |
hr.recruitment.staffing.manage | Full access to staffing plans and their line items |
Without the relevant manage permission the page still loads read-only: the primary action
button, the row-level edit/delete actions and the row checkboxes are all hidden.
How the recruitment grids work
All six list pages are built on the same grid, so the controls are identical once you learn one.
- Status tabs run across the top — All plus one tab per status — each showing a live count.
- Search box on the toolbar searches a single column at a time. The placeholder tells you which ("Search by position…"); change it under View.
- View opens column visibility, the search-field picker, toggles for the tab strip and the selection column, row density, and saved views (save the current layout, apply it, delete it).
- Table is a dropdown holding Import CSV, Export CSV, Export PDF, Refresh, Reset View and View Analytics. Items appear only where the page supports them — Import CSV, for instance, is absent on Interview Schedules and Job Offers.
- Primary action sits at the right of the toolbar (New Requisition, New Opening, Schedule Interview, Send Offer) and is hidden without manage permission.
- Each row has a row menu, typically View, Activity History and — where permitted — Edit, Status and Delete. The exact set differs per page and is listed on each task page below. Activity History shows the audit trail for that record.
- Selecting rows opens a bulk action bar above the grid. The available bulk actions differ per page and are listed on each task page.
- The pagination bar carries a rows-per-page control (25, 50, 75, 100), a record count and page navigation.
Exports respect what you are looking at: they cover the active tab and its current column filters, not the whole table.
Most pages also carry a table/card toggle in the page header. Job Applicants is the exception — its second view is the Kanban pipeline board rather than a card grid.
Reporting
/recruitment-analytics collects the funnel in one place: stat tiles for open positions, total
applicants, applicants per opening and interviews scheduled this week; a second row for average
time to hire, offer acceptance rate and pending offers; a funnel chart of applicant stages; and a
pie chart of offer statuses. The View Analytics item in every recruitment grid's Table menu
navigates here.
Two figures are worth reading carefully. "Open Positions" counts every job opening record regardless of its status, not only the ones currently open, and "Applicants / Opening" divides total applicants by that same number. "Time to Hire" is the average number of days between an applicant's applied date and the moment their offer was accepted, so it only reflects offers that were accepted inside the system.
Related reading
- Recruitment module specification — entity-by-entity field and status reference behind these pages.
- Recruitment API — the endpoints the pages call.