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Recruitment team structure: the roles you need

When it comes to your recruiting agency, it’s rare to have too many cooks in the kitchen. Some may argue that a large number of hands in the pot is a good way to stir things up. Others argue that more than a few people in any given hiring process can make the whole endeavor more complicated and messy.

However, if you take the right steps beforehand, a large talent acquisition team can only benefit your recruitment team’s goals. Here are just a few reasons why you should be more collaborative in your hiring.

Do you need a recruitment team?

Of course, if your business only has a few employees, it’s highly unlikely that you’ll need a full stack of players lined up to gather your new talent. You’ve got to consider the size of your team and your hiring needs to understand the size and structure of the team you need.

  • 10 hires/year – Startups and small businesses
  • 10–20 hires/year – Medium size organizations
  • 20–80 hires/year – Scale-ups and fast-growth organizations
  • 80–1000 hires/year – Large organizations
  • 1000+ hires/year – Multinational corporations

As you’d rightly guess, the first on our list, and probably the second, would typically be managed as an additional function for an existing staff member or a selection of such. As we filter through into the greater acquisition numbers, it’s apparent that a dedicated member of staff or a complete team becomes far more practical. It makes much more sense to the efficiency needed to have the right tools for the job. In this case, the tools are our people.

What does a recruitment team have to manage?

Recruiting operations vary from team to team, depending on strategies and resources. The following list covers all eventualities, so depending on which feature most highly  in your process, you’ll need the appropriate number of relevant recruitment staff.

  • Strategy – the plan of attack from start to finish
  • Policy and process organization
  • Monitoring productivity and operations
  • Maintaining and utilizing operational systems
  • Analyzing applicant and recruiting data
  • Marketing and advertising
  • Finance and budget
  • Procurement of resources, negotiations, and measuring ROI
  • Legal and compliance policy
  • Managing change and team cultivation – organizing changes in your team to enhance its operation

Benefits of a collaborative hiring team

1. Decreased risk of talent acquisition team burnout

We all know that recruitment can easily become a stressful task, not to mention a stressful career. It doesn’t help when all of the recruitment process tasks are delegated to one or two recruiters on the team. It’s called a “recruitment team” for a reason! Prevent recruiter burnout by sharing certain responsibilities with other departments.

This will allow workloads to be appropriately shared across teams and prevent recruiters from becoming overworked over an extended period of time.

2. Better business input leading to better fits

Company culture should include the entire company, right? If it doesn’t, it doesn’t include the entire company’s vision and goals. Team hiring or collaborative recruitment allows a culmination of ideas and opinions.

If you keep everything organized, a larger scope can help diversify your new hires and make sure they are going to fit in with the culture. The ability to collaborate with the whole team is just as important (if not more) than skillset.

3. An increase in hiring efficiency

The quality of hire will increase, but you won’t lose precious time! If you’re not utilizing team hiring or collaborative recruitment strategies, you may be neglecting other important recruitment metrics that make for a successful hiring process. It’s hard not to put all your eggs in one basket when you don’t have that many eggs to use in the first place.

By adding resources (aka people) to the talent acquisition team, you can delegate important tasks to different groups. This way, you can focus on quality-of-hire and time-to-hire simultaneously. No process left behind!

4. Fewer data silos

Recruitment data silos occur when chunks of data are kept and only accessed by one person or department. This can happen due to culture or technical segregation. If you employ collaborative hiring tactics, this is less likely to happen. Data silos stunt growth, and that doesn’t exclude hiring growth.

By collaborating effectively during recruitment, you can have access to all of the pertinent information you need to move forward and seal the deal with top talent.

5. A more inclusive, positive company culture

On average, a company using Recruitee has thirteen users on their talent acquisition team for each vacancy. That doesn’t mean thirteen is the magic number. In fact, it’s encouraged to have as many users as necessary!

What it does mean is that when an ATS allows you to have unlimited users, businesses should take advantage of the opportunity for their recruitment teams. Create a hiring crash course, and get as many people on board as you can.

With so many open seats on your new recruitment team, you might be left wondering who you should include. Here are the minimum key players you should have on your recruitment team.


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