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Semelhante a Recruitment buildout part 1
Semelhante a Recruitment buildout part 1 (20)
Recruitment buildout part 1
- 1. Recruiting Efficiently or Effectively The keys to making a corporate recruiting department a value added service. Kathryn Ramirez
- 2. Effectiveness Efficiency Measures quality of hire Measure of speed and cost ◦ Time to hire ◦ Get it right mentality ◦ Cost per hire Seasoned recruiters Automation ◦ Sourcing to specific industries ◦ Good at efficiency ◦ Bad at effectiveness Automation Analysis to industry bench marks ◦ Track reporting data focused on ◦ Comparing company to company quality of hire not quantity Efficiency model ◦ Tracking hiring data without ◦ One size fits all prospective workflow interruption Benefits of Recruiting Efficiency Benefits of recruiting effectively ◦ High volume fast churning positions ◦ Process driven with little relationship ◦ Personalized building ◦ One size does not fit all
- 3. Starts with identifying two buckets Effective Recruiters Efficient Recruiters Past hires/present trends Administratively driven Administrative support Full-cycle recruiting High level of skill and mastery of Job boards for mass hiring their craft Experienced in high-volume Recruits higher exempt level short turn around hiring positions Recruits non-exempt positions Strong sourcing and closing skills No sourcing or closing skills
- 4. Breakdown previous years requisitions by ◦ Job code ◦ Hiring manager Specify the value ◦ Efficiency High volume non-exempt hiring ◦ Effectiveness Higher level exempt hiring Review the type of business process ◦ Efficiency ◦ Effectiveness ◦ Combination of both Assign recruiters ◦ Higher amount of effective recruiters ◦ Lower amount of efficiency recruiters Automation ◦ Systems need to be able to differentiate between the two different hiring processes and track accordingly
- 5. Recruiter to requisition ratio ◦ Balance staffing according to past and future company needs Recruiting coordinators to effective recruiter ratio ◦ Proper support balance to ensure effective hiring and on-boarding processing Realistic view of resources needed to support both types of recruiters ◦ Job boards Using what works Dropping what isn’t working ◦ Free Services State resources Non-profit organizations Vocational schools & colleges
- 6. Effective Recruiters Efficient Recruiters Low salary & higher commission Base salary ◦ Agency pay in a corporate setting ◦ Higher salary Increase competitive spirit ◦ No commission ◦ Incentive not to use an agency Performance & year end bonus ◦ Based on time to fill Retention ◦ Cost per hire ◦ Employee Longevity Promotional opportunity ◦ Grow into effective recruiter role
Notas do Editor
- Effectiveness and efficiency are often confused within the corporate recruiting department. An effective recruiter cannot be held to the same reporting standard as an efficiency recruiter. Effectiveness and Efficiency are polar opposites when speaking in terms of measurements. Forcing an effective recruiter and an efficiency recruiter into the same reporting box leads to unnecessary frustration and ultimately burn out and failure.The difference? Effective recruiters are more focused on their search. They are seasoned researchers and masters at their craft. They often carry smaller requisitions loads but their positions take longer to fill. They are focused on the quality of the person not quantity and are measured as such. They are less process and administratively driven and more methodical in how they conduct searches.Efficiency recruiters are more process driven. They fill the high volume positions that often don’t require a lot of skill to perform and are process and administration guru’s. Sourcing and closing candidates are not required for the efficiency expert. Their expertise is getting a large volume of candidates into and through the process in a short amount of time. Usually these types of individuals hire for call center, claims, and other production based positions.
- Building out a recruiting department is more than just putting together a budget and working within it. Building out a truly effective and high powered recruiting department takes time, understanding, and the ability to recognize that a one-size does not fit all. Once this is accomplished then building a budget that supports this effort is critical.Most corporate recruiting departments look at budget first and then hiring the right recruiters second. This is not an ideal way to make a corporate recruiting department successful and a value add.Efficiency recruiters can handle up to 40-45 requisitions at any given time. They can work fast, are highly organized, and can multi-task and flex with the hiring needs of their high volume departments.They handle their own administrative tasks such as background checks, drug screens, offer letters, and the onboarding processes. Effective recruiters are more methodical and slower in nature. They are looking for niche skills, years of experience, and more often than not, a personality fit between candidate, supervisor, and company vision. They are looking for someone to come into the company and manage the day to day requirements while also looking for new ways to move the company forward to stay one step ahead of the rest.They require a recruiting coordinator to handle their administrative tasks so they can focus on researching candidates for the next role.These tasks include offer letters, background checks, drug screens, and the onboarding process.
- After pulling together the amount of hires the company made last year, and differentiating between the types of hiring done (efficient or effective), its time to look at the targeted growth of the company over the next few years.With these targets in hand the recruiting manager can look at how many recruiters will be required to keep the company moving forward. Most companies use both type of recruiters (efficient and effective). With this in mind it is no longer wise to silo recruiters into one vertical. Meaning one recruiter cannot and should not handle all the openings within a business line. An effective recruiter cannot be an efficient recruiter and visa versa.
- Hiring the right amount of staff is critical to the health of the recruiting department. It reduces stress, increases team work, and gives the individual contributor the ability to focus on the quality of hiring; this directly impacts the company by lowering turn-over and making sure that all major players are properly align with the right talent to propel the company forward.The right support staff is focused on supporting the effective recruiters by wrapping their talents around the seasoned recruiter and bringing a total package to the hiring manager. This reduces mistakes, and ensures a seamless hiring process.Resources are another critical component of the corporate recruiting department. Having licenses for every job board on the internet does not mean that the recruiting department will hire quality people. It only means that the company is throwing money at the department and expecting results based on spendage. Job boards should be used a tool and not a crutch. Partnering with the right job boards and free resources available to companies is a logical and smart way of conducting business.Taking a pole to find out what types of resources would be best for the recruiting team is essential in making sure that resources and time are being spent properly. What worked for a recruiter at a previous company doesn’t mean its going to be successful at the current company.
- Given that effective recruiters are more seasoned and have a strong mastery of their skill set, they can earn a very high income that can rival an executive. With this said, if a company truly wants to develop a value-added recruiting department to their organization they need to realize that salaries guidelines also need to be aggressive and different based upon the experience of the recruiter and the “basket” they happen to be working in.Offering a lower salary and a high commission to the effective recruiter compensates them in same way an agency would if they worked for them. It also adds a competitive incentive to fill the position themselves and not use an outside agency. This concept retains the employee for the long-term and puts value on their skills and experience.The efficient recruiter should be compensated with a base salary and a performance bonus at the end of the year. The reasoning for the base salary and not adding commission to their portfolio is two-fold. The skills and experience of the efficient recruiter is less than the effective recruiterBase salary acts as an incentive for the recruiter to think about promoting into the effective recruiter role with mentoring and trainingPerformance bonus at year end gives the efficient recruiter pat on the back for meeting or exceeding their hiring requirements and performance measures.