Job requisition vs job posting: What’s the difference?

The difference between job requisition vs job posting is that a job requisition is an internal document used to request a new position, and a job posting is a public call for candidates.

They may sound similar, but these two steps serve very different purposes. One is an internal approval process that guarantees alignment across the HR department, finance department, and leadership. The other is an external-facing ad meant to attract qualified candidates. Mix them up, and you might risk slowing everything down before hiring even begins.

We’ll break down what each term really means, how they fit into your hiring process, and why keeping them distinct helps you move faster.

What is a Job Requisition?

A job requisition is an internal document used to formally request the creation of a new position or the filling of an approved, vacant position within a company. In HR terms, a job requisition outlines the business need for the role, secures approval from relevant departments, like finance or senior leadership, and sets the hiring process in motion.

It is often submitted using requisition forms. These are standardized templates (digital or paper-based) that guarantee that all required details—such as job title, justification, salary range, and department—are written down clearly for review and approval.

Put simply, when asking “what is a job requisition in HR?”, the answer is: it’s a document that explains why a position is necessary, and it's the first step in hiring because it comes even before the job posting. The job requisition protects the internal alignment before a job is advertised outside the company.

Unlike a job posting, which is written for candidates, a job requisition is strictly for internal use. It helps decision-makers evaluate whether the role is necessary, if there’s budget for it, and how it fits into workforce planning.

A typical job requisition includes:

• Requisition number: an ID
• Department and budget approvals: sign-offs from leadership or finance confirming the role can be filled
• Justification: a brief explanation of why the position is needed (e.g., team expansion, backfill, strategic growth)
• Headcount classification: whether the role is for a new position or replacing someone, and if it's full-time, part-time, or temporary

Also, any hiring manager (from sales, from marketing, from finance, from HR) can issue a job requisition. It usually goes to HR, who's part of the approval process.

Example scenarios: Job req in the hiring process for two positions

A sales manager notices that their team is regularly missing follow-up opportunities due to workload. They draft a job requisition for a new inside sales representative, including a clear justification (lost revenue due to missed leads), the reporting structure, salary range, and confirmation that the role aligns with the company's hiring goals. Once finance and HR approve the requisition, the recruiter can move forward with drafting the job posting.

But requisitions can also be issued to cover a vacant role, which could end up arising partly due to past attrition or in response to turnover. An Accounts Payable trainee quit, so the CFO writes a job requisition to fill this approved but open position. This role, compared to the previous example about a salesperson, taps into preexisting headcount. So, after getting quick OKs from finance (since the budget is there) and HR, the recruiter starts the process of hiring a replacement.

The 6 Stages of the Employee Life Cycle →

What is a Job Posting?

A job posting is the public-facing announcement of an open role, designed to attract qualified candidates. It’s what applicants see on job boards, company career pages, and social media channels—essentially, the invitation to apply.

Once a job requisition has been approved internally, the job posting translates that need into clear, candidate-friendly language. It typically includes the job title, key responsibilities, required qualifications, and instructions on how to apply. An effective job posting, beyond listing tasks, also markets the opportunity and communicates company values.

Job postings are usually, or exclusively, carried out by HR. This is also a key difference compared with a job requisition.

Job postings are commonly published on platforms such as:

• Online job boards (e.g., Indeed, LinkedIn, Glassdoor)
• Company career websites
• Niche or industry-specific sites

Job posting vs job description: What’s the difference?

As we’ve been saying, though often confused, the job posting is not the same as the job requistion, and neither of these are interchangeable with the job description. A job description a formal listing of a position's responsibilities and qualifications. Many job descriptions make it, at least partly, into the public job postings.

The two purposes of a job description: Internal or external

The job description can be an internal document, but it can also be the descriptive text that a job posting offers candidates so that they can reckon the responsibilities they're applying for. One of these descriptions, usually the internal, can be more detailed than its counterpart.

Use AI to write job descriptions →

Key differences: Job requisition vs Job posting

While both are central stages to the same hiring process, a job requisition and a job posting serve quite different functions. One is internal and strategic, the other is external and promotional.

Here’s a side-by-side breakdown of the core differences:

In short, the requisition gets everyone on the same page internally, and the posting takes that approved need out to the market.

Job Requisition Process: Step by step

A successful recruitment process depends on clear handoffs, and one of the most critical is the transition from the job requisition process to the job posting stage. These two items are closely linked, even though they do different things. One can't function effectively without the other.

Here’s how the process typically unfolds, step by step:

1. The hiring manager creates a job requisition

When a department thinks they need a new role, the hiring manager initiates the process by drafting a job requisition using a job requisition template. This document outlines the role, justification, reporting structure, and expected impact on the team. It also lists information like the proposed salary range and says whether the job is new or a fill-in.

2. Finance and HR review and approve the requisition

Before any external communication begins, the requisition must be reviewed. HR must make sure the role aligns with workforce plans and policies, while Finance confirms budget availability. Only once both teams approve can the hiring process move forward.

3. The recruiter drafts and publishes the job posting

With an approved requisition in hand, the recruiter translates it into a job posting, which is very carefully adapted for external candidates. The posting is then published on job boards, the company career page, and other relevant platforms. Making use of an AI-powered ATS tool is one of the quickest ways of posting job ads and attracting suitable candidates into a recruiting funnel. Some solutions even have an AI job ad writer.

4. Candidates apply, and screening begins

Once the job posting is live, applications start coming in. At this stage, the recruiter and hiring team begin reviewing resumes, conducting interviews, and moving candidates through the selection process until they become new employees. An interview questions generator is one of the easiest ways to roll out a screening process.

The handshake between the requisition and the posting is what makes the hiring process useful. The requisition makes things clear inside the company by getting approvals, laying out the role's requirements, and making sure that the budget and team needs are met before moving forward. The posting, on the other hand, uses that information to reach out to qualified candidates through the right channels and attract them.

Manage Job Requisitions, Job Postings and Job Ads with HR Software

It is easier for hiring managers and recruiters to start reaching out for the same goal (hiring a candidate that will solve things for the company!) when these two steps are clearly integral to one another. One of the easiest ways to make sure these processes are aligned is with HR software, especially if that software comes with an AI writer that can solve most of the writing.

TalentHR is an HR software with which HR can handle every step that comes right after a hiring manager issues a job requisition. Try it now for free.

Job Requisition vs Job Posting FAQs

Q: What does requisition mean in HR?

A: A requisition in HR is an internal formal request to obtain authorization to either create a new position or to fill an existing approved position that is currently vacant (vacant position). It lists the duties of the job and secures the necessary approvals before the recruitment process (including creating a job ad) begins.

Q: Who issues a job requisition?

A: Hiring managers, which means, anyone who wants to hire someone for a position that possibly doesn't exist, are those who issue or prepare a job requisition.

Q: Who receives and approves a job requisition?

A: The requisition is usually looked over and approved by the department heads, HR, and finance teams to make sure the role is actually pertinent, the budget is ready for use, and the policies allow for that new hire.

Q: Can you post a job without a requisition?

A: It's not a good idea to post a job without an approved requisition because it could lead to problems with the budget, interpretation of roles, and delays or problems with hiring.