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Recruitment in Hitaji 360 is the journey of turning a hiring need into a new colleague. It starts with someone in the business saying “we need a person for this role”, and ends with that person becoming an employee on your payroll. Everything in between — advertising the role, collecting applicants, interviewing them, making an offer, and sending the appointment letter — lives in this module so you can see the whole pipeline in one place rather than juggling spreadsheets and email threads. This page explains how the pieces fit together and walks through the recruitment dashboard, which is your control tower for live hiring activity. You’ll find this at: /hr/recruitment
📷 Screenshot: Recruitment dashboard with the KPI strip, funnel, and charts — to be added.

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The recruitment funnel — how a hire actually happens

Recruitment flows through a chain of stages. Each stage hands off to the next, and the module is designed to lead you from one to the next:
  1. Job requisition — the formal request to hire. A manager says “I need to fill this role”, it gets approved (or rejected/held), and once approved it can be turned into a public job opening.
  2. Staffing plan — the headcount plan. Plan how many people you need per role over a period, with an estimated budget. This is planning rather than a step every hire passes through, but it tells you where your vacancies are.
  3. Job opening — the advertised role. A live posting that candidates apply to. You can publish it to your public careers site.
  4. Job applicant — the candidate. Every person who applies (or whom you add manually) becomes an applicant, and you move them through a pipeline: Applied → In Review → On Hold → Rejected, or onward to an offer.
  5. Interview — you schedule interviews, capture scorecards and feedback, and a decision (Cleared / Rejected) advances or ends the candidate’s journey. See Interviews.
  6. Job offer — you put a formal offer to the chosen candidate. When they accept the offer, the applicant becomes Accepted. See Job offers.
  7. Appointment letter — the formal letter confirming the appointment. See Appointment letters.
  8. Hire — the accepted applicant is turned into an employee, and they leave recruitment and join your employee directory.
Two supporting masters keep the funnel tidy: opening templates (reusable job-posting starting points) and applicant sources (where candidates came from, so you can measure which channels work).
Hitaji 360 is multi-business. Recruitment data — requisitions, openings, applicants, interviews, offers — belongs to a single business. Before you do anything, check the correct business is selected in the business switcher at the top of the app. The dashboard will not load until a business is selected.

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The dashboard

The dashboard pulls live numbers from across the funnel for the currently selected business and lays them out as a KPI strip, a conversion funnel, several charts, and two work-queues. If no business is selected you’ll see a prompt:
“Select an active business from the switcher to view its recruitment dashboard.”
Three quick links sit in the header — Openings, Applicants, and Interviews — to jump straight into those areas.

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The KPI strip

Eight headline numbers sit across the top:

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The recruitment funnel chart

A tapering funnel showing four stages in order — Applicants → Interviews → Offers → Hires — with the % advanced between each stage and an overall Applicant → Hire rate at the bottom. If you have no applicants yet it reads “No applicants yet. The funnel fills as candidates apply.”

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The charts

  • Status donuts — three doughnuts breaking down applicants, interview outcomes, and offers by status, each with the total in the centre.
  • Hiring trend — applications (area) versus hires (line) over the last six months.
  • Source effectiveness — for each applicant source, the total applicants versus how many were accepted, with the conversion rate. This is why recording a source on each applicant matters — it’s the only way this chart can tell you which channels actually produce hires.
  • Time to fill by designation — average days to fill, per role, colour-coded green (fast) through amber to red (slow). It only appears once you have filled requisitions.

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Work queues

Two lists sit at the foot of the dashboard:
  • Most active openings — your busiest openings by applicant count, with applicant and offer counts, linking to each opening.
  • Requisitions awaiting approval — the requisitions sitting in Pending that need a decision, so approvers know what’s on their plate.

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Permissions

Everything in recruitment is gated by the hr-recruitment permission family. Your role may have some levels and not others: The dashboard and all analytics need only hr-recruitment:read.