# HAV Seafood HR Recruitment & Onboarding Framework

## Purpose

This workbook defines the static Recruitment & Onboarding architecture for HAV Seafood. It describes how approved workforce needs are converted into recruitment processes, how candidates are assessed in a structured way, how offers reference existing HR architecture, and how successful hires are onboarded into the organization.

It belongs to **Phase 1 — Business Architecture** and intentionally contains no recruitment or onboarding history.

## File

`hav_seafood_hr_recruitment_onboarding_framework_v1.xlsx`

## Core model

`Approved position/need -> recruitment profile -> recruitment process -> selection -> offer/contract -> employee creation -> onboarding profile -> readiness tasks`

A **vacant position is not a recruitment requisition**. A **candidate is not an employee**. These entities remain separate until the later operational dataset records a successful hire.

## Workbook contents

- **Recruitment_Profiles** — 8 reusable recruitment profiles, including one reserved temporary/seasonal profile.
- **Recruitment_Stages** — 15 reusable process stages from approved need through preboarding handover.
- **Profile_Stage_Requirements** — profile-specific required/optional stage rules.
- **Role_Recruitment_Mappings** — recruitment defaults for all **56 enterprise job roles**.
- **Requisition_Types** — approved vacancy, new position, temporary cover, fixed-term, seasonal, trainee and internal-opportunity categories.
- **Recruitment_Channels** — controlled sourcing-channel catalog.
- **Candidate_Eval_Criteria** — structured, role-relevant selection dimensions linked to the existing competency framework where applicable.
- **Interview_Framework** — reusable interview structures by workforce level/type.
- **Selection_Rules** — enterprise selection principles and approval controls.
- **Preemployment_Checks** — role-proportionate process requirements without storing sensitive candidate data.
- **Profile_Check_Requirements** — default check requirements by recruitment profile.
- **Offer_Contract_Mappings** — role defaults linking recruitment to existing contract profile, pay grade, working-time model and onboarding profile.
- **Onboarding_Profiles** — 7 reusable onboarding packages.
- **Onboarding_Task_Catalog** — 29 reusable onboarding tasks across HR, manager, training, quality, IT and control activities.
- **Role_Onboarding_Requirements** — role/profile onboarding requirements for all **56 enterprise roles**.
- **System_Access_Requirements** — high-level role/system access-request requirements referencing the existing enterprise systems landscape.
- **Vacancy_Context** — the **3 currently approved vacant position seats** from the Positions & Workforce Establishment architecture, shown only as architecture context; no recruitment process is created.
- **Control_Parameters** — reference population and rule counts.
- **Source_Mappings** — authoritative source relationships.
- **Architecture_Notes** — ownership, boundaries and modeling decisions.
- **Data_Dictionary** — field-level definitions.

## Recruitment profile coverage

- `HREC-001` — Operational Hourly Recruitment: **10 roles**
- `HREC-002` — Technical / Quality Recruitment: **8 roles**
- `HREC-003` — Office Support & Coordination Recruitment: **13 roles**
- `HREC-004` — Professional / Specialist Recruitment: **6 roles**
- `HREC-005` — Frontline Leader Recruitment: **10 roles**
- `HREC-006` — Manager Recruitment: **8 roles**
- `HREC-007` — Executive Recruitment: **1 roles**


## System architecture decision

The existing Shared Enterprise Systems Landscape contains **no dedicated applicant-tracking system (ATS)**. This framework therefore does not create one. Recruitment workflow/document coordination is modeled around existing M365 capabilities (`ESYS-007`) and HR ownership. After a successful hire, `ESYS-005 People & Payroll` becomes the authoritative employee system, while `ESYS-008 Microsoft Entra ID` remains authoritative for user accounts and authentication.

Detailed recruitment-module or ATS design can be added later only if the enterprise systems architecture is deliberately changed.

## Relationship with other HR architecture

- **Positions & Workforce Establishment** owns approved positions, seats, FTE and vacancy state.
- **Employment Terms & Contract Framework** owns contract profiles and contractual rules.
- **Compensation Structure** owns pay grades, bands and actual current employee compensation.
- **Working-Time Framework** owns working-time models and schedules.
- **Competency & Training Framework** owns competencies, training, certifications and role requirements.
- **Performance & Development Framework** owns performance/review structures; onboarding only introduces employees to that framework.
- **Shared Enterprise Systems Landscape** owns system identity. Detailed permissions/user accounts remain outside this workbook.

## Architecture boundaries

This workbook intentionally does **not** contain:

- recruitment requisitions
- job-posting history
- candidate identities or CVs
- application records
- candidate communications
- interview dates, notes or scores
- work-sample results
- reference-check results
- background or medical records
- selection decisions
- offers or offer outcomes
- signed contracts
- employee creation events
- onboarding task completion records
- user-account creation events
- device assignment history
- onboarding delays or failures

Those belong to Phase 3 after Phase 2 business stories have been designed.

## Story neutrality

The framework does not seed hard-to-fill vacancies, poor candidate quality, failed checks, rejected offers, delayed hiring, onboarding failures, access problems or other business-story patterns. It only defines the structures required to generate such operational records later if deliberately chosen.
