Hiring in Cambodia: from requisition to signed offer
How to approve a vacancy before advertising it, run interviews that produce comparable scores, and turn an accepted offer into an employee record.
The vacancy should be approved before it is advertised
The most expensive hiring mistake in a growing Cambodian business is not a bad candidate — it is a role that was advertised, interviewed for, and offered before anybody confirmed the headcount and the budget. Approving the requisition first costs a day. Withdrawing an offer costs a reputation.
What makes interview scores usable later
- The same criteria for every candidate for that role
- Each interviewer scores independently, before discussion
- Scores recorded against the criteria, not a single overall impression
- A trail showing a score was not changed after the decision
One vacancy, end to end
Recruitment produces the record that HR, payroll, and onboarding will all rely on. The steps below are what makes that handover clean rather than a re-typing exercise.
- 1ManagerDraft → Pending approval
Raise the requisition
Role, department, headcount, and the budget it sits against. This is the document that says the position exists — before any candidate has heard of it.
- 2ApproverApproved
Headcount is authorised before advertising
The requisition goes through approval and the decision is logged. Only an approved requisition can become a published job — which is the control that keeps hiring inside the plan.
- 3HR / Payroll
Publish the job and collect applications
Applications arrive against that job rather than into an inbox. Every candidate is on the same list from the start, which is the only way a shortlist can be defended later.
- 4HR / PayrollNew → Shortlisted → Interview
Move candidates through named stages
Each move is recorded on the application's timeline, so "where is this candidate?" and "why did we stop?" both have answers. A candidate is never in two places at once.
- 5Manager
Interview against a scorecard, not a conversation
Interviewers score the same criteria, and submissions are logged with an audit trail — so a score cannot quietly change after the panel has talked. That trail is what makes two candidates genuinely comparable.
- 6ApproverOffered
The offer itself is approved
Salary and terms are approved before they are sent, and the approval is recorded against the offer. Nobody has to reconstruct who agreed to the number.
- 7HumanetiHired
Accepting converts the candidate into an employee
The employee record is created from the application rather than typed again, carrying the role, department, and agreed terms with it. Onboarding starts from that record, and payroll will read the same one.