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To Centralize or Not -- that is the question Read this tip if you are a recruiter or staffing leader in a large company trying to understand why centralized or a HYBRID recruiting model would benefit your organization.
A common assumption by many of my clients who have never sat in the shoes of a corporate or external search recruiter is that recruiting is transactional, easy and can be done by anyone -- so why cant they fill more jobs when they are managing 75 - 100 open jobs a month? The answer is a function of many variables that impact recruiter performance. Unfortunately, it all boils down to how their role is structured and what is on their plates. A good recruiter may not be the best sourcer and visa versa so the decision to add a dedicated centralized sourcing team may be a solution for some organizations with high volume, difficult to fill core talent needs.
Similarly, a good recruiter is typically not good with administrative systems updates, scheduling and reporting tasks so adding a layer of centrlaized or local administrative support can align higher value tasks with your recruiters and lower level tasks with lower cost admin support staff. Do you really want your $100K recruiter or $100/hr contract recruiter scheduling interviews or updating reports??
Probably the best way to make my point to help you make your decision is to paint a picture of how traditional manufacturing and supply chain management applies to recruiting: How many cars could a $8/hr person on an automotive assembly line build if they had to build the entire car by themselves from start to finish? What about a $50/hr person doing the same job? What would be the quality difference in each car they made? Would they be able to build boats, cars and trucks equally well? Would it take longer for them to fulfill their orders than if they worked as part of a team on a traditional assembly line where others focused on different parts of the assembly process but each did their job very well? What would the time impact of interruptions to their workflow to focus on doing a report, updating a database or attending a meeting? .... Get the picture?
So what do you do next?? Look at your recruiting volume, the type of jobs you are recruiting, the number of locations and the difficulty you have had in the past recruiting for these positions and then consider the daily cost of vacancy for each position ( lost revenue per employee per day X number of open jobs). From this perspective, the decision of whether or not to consider reorganizing your recruiting process into a supply chain like assembly line with teams of dedicated sourcing and recruiters supported by admin staff will be obvious.
Created by Carl Kutsmode
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