H2R 202 · SELECT
Recruiting moves an approved vacancy from sourcing through selection and offer.
A requisition describes the role, approvals, hiring team, and candidate criteria. Applications, interviews, assessments, offers, and compliance records form the selection trail.
HR MANAGER LENS
What must the business decide?
This capability becomes useful only when policy, ownership, employee experience, controls, measures, and exceptions are explicit.
Demand authority
Decide whether recruiting begins from a position, workforce request, or approved requisition and which approvals prove authority.
Selection policy
Define candidate stages, interview evidence, assessment use, offer authority, and required human review.
Candidate experience
Set communication ownership, service expectations, accessibility, and data transparency across the candidate journey.
Data lifecycle
Decide which candidate, requisition, application, and offer data may transfer, who may see it, and how long it is retained.
ACCOUNTABILITY
Who owns what?
Hiring manager
Owns business need, selection input, and hiring decision within policy.
Recruiter
Owns requisition execution, candidate pipeline, communications, and process evidence.
HR / compliance
Owns policy, fairness controls, retention, permissions, and audit requirements.
ONE RECORD TRAIL
Follow one decision into its successor evidence
These records are connected, but they do not share one owner, date model, permission boundary, or completion status.
- 01DEMANDPosition or approved workforce request
Hiring authority, manager, organisation, cost, dates and requisition template establish the search.
- 02SELECTJob Requisition, Candidate and Application
Pipeline status, interviews, assessments, communication and disposition preserve selection evidence.
- 03COMMITOffer Detail and Offer Approval
Approved terms, approvers, acceptance and ready-to-hire status establish the intended employment.
- 04HAND OFFPending hire and mapping result
Mapped requisition, application and offer values become reviewed employment inputs.
CONSULTANT LENS
How SAP represents the capability
The process connects Position or workforce demand to Job Requisition, Candidate Profile, Job Application, interview or assessment evidence, Offer Detail and Offer Approval. Recruit-to-hire mapping can draw from requisition, application, and offer data before an approved candidate becomes ready to hire.
DIAGNOSTIC EVIDENCE
Diagnose using the owning record and hand-off
Separate an undesired business result from missing setup, failed execution, wrong effective date, insufficient permission, or broken integration.
Position or request, requisition template, operators, approvals, status, posting dates and target population.
Profile, application, consent, stage history, interview or assessment evidence, communications and disposition reason.
Offer terms, approval chain, acceptance, ready-to-hire status, mapping result and Employee ID update.
OPERATING VIEW
Exceptions and measures that deserve ownership
Common exceptions
- Approved position cannot create the intended requisition
- Candidate is duplicated or matched to the wrong identity
- Offer is accepted but not ready to hire
- Recruiting-to-Onboarding or Employee Central mapping rejects a value
Useful measures
- Requisition approval and time-to-fill
- Candidate conversion and withdrawal by stage
- Offer acceptance and aged offers
- Ready-to-hire mapping and data-correction exceptions
WORKED SCENARIO
One decision carried into system evidence
A planner position creates a controlled requisition. The selected candidate passes the required stages, receives an approved offer, and becomes ready to hire. Only mapped and approved data moves forward; unsuccessful-candidate records follow the agreed retention policy.
- What proves authority to recruit?
- Which selection evidence is required and who may view it?
- Which data transfers to Onboarding or Employee Central?
- How are duplicate candidates, internal applicants, and retention obligations handled?
Connect this capability to lifecycle hand-offs, integration ownership, payroll, Finance, and exception triage.