he recruitment team is the backbone of any organisation. This team is responsible for hiring the best talents that could align with the company’s mission and vision.
If the recruitment team has a weak foundation, there are chances of higher candidate ghosting, new hire attrition and decreased productivity of overall team.
In this blog, let’s help you structure your recruitment team, define roles and responsibilities of team members and offer you checklist to streamline the process.
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What Should be the Structure of your Recruitment Team?
An ideal recruitment team can deliver high performing candidates to the company within the time frame without any hassle.
It is significant for you to understand the composition of the recruitment team to ensure that your goals are met as they will be the ones hiring the candidates to achieve them.
Roles in recruitment teams vary and some of them are listed below:
- Recruitment manager: Recruitment managers are the leaders that ensure the smooth functioning of the entire hiring process.
They overview every aspect of the process and manage the team. They supervise HR and are mostly the experienced ones.
Their responsibilities include designing and implementing the hiring procedures, managing the team and ensures compliance with labor laws.
- Recruitment specialist: A recruitment specialist, also known to be a talent acquisition specialist is a team member who knows about the specific job role with clarity. They act as a bridge between the hiring manager and the candidates.
They closely work with hiring managers to understand the requirements needed and screen resumes and application in accordance with the same.
They are the discoverers of the top talents who align with the company culture and values.
- Recruitment coordinators: Recruitment coordinators are like oil to the engine.
They are responsible for posting job openings, writing job descriptions, managing interview processes including interview scheduling, being the central point of communication for the applicants and handling the offer letter and background checks.
They perform logistics and administrative tasks throughout the hiring process.
- Employer brand maestro: When a candidate applies to a company, they often consider the employer brand as a major factor that influences their decision.
As a recruiter, you should always be the one who represents the employer brand of your company like a pro.
Employer brand maestro on the recruitment team does this specific task for the employees. They spread awareness about the company culture, values and goals and increase the visibility of the company in the market.
- Hiring manager: Yet hiring managers are not included in the recruitment team, but still holds a very significant role there.
They are the ones hiring the candidate for their team. They play an essential role in justifying and judging the candidate based on their technical and behavioral skills.
This process can be done manually but who will take charge of holding all the resumes and sending them to the hiring manager one by one?
Automation comes into the picture where you can use recruitment management software for the same.
HROne empowers you to easily send the resume to the hiring manager before the interview. They can perform this action individually or in bulk.
Since we know that hiring managers are an inevitable part of the recruitment team roles and hierarchy, it is an obligation for you as a recruiter to share the resume of the candidate with them.
This process can be done manually but who will take charge of holding all the resumes and sending them to the hiring manager one by one?
Automation comes into the picture where you can use recruitment management software for the same.
HROne empowers you to easily send the resume to the hiring manager before the interview. They can perform this action individually or in bulk.
What Should be an Ideal Size for your Recruitment Team?
The ideal size of the recruitment team structure varies from type to company size. It also depends on the job role. An ideal sized recruitment team leads to a seamless execution of the interview process.
And of course, there is no one-size-fits-all solution for the companies.
The ideal average size of a recruitment team for small organizations ranges from 1 to 5 whereas the same for larger organizations varies from 20-50.
For multinational companies such as Google, there is a dedicated team committee around the globe based on the regional approaches.
3 Things you should consider while choosing the recruitment size.
- Your budget.
- Job roles.
- Company’s employee strength.
Checklist to Create your Best Recruitment Team
Your recruitment team is not just a bunch of people sitting together and judging people.
They are a group of experienced and qualified recruiters eligible to pass a judgement for the applicants appearing for the interview.
Below is a checklist to create the best recruitment team.
- Define your recruitment goals: Always set and adhere to the recruitment goals. They lead you in the right direction and give you clarity about the reason for hiring.
For example, you can define the recruitment goals about the number of applicants. If you need a high volume of candidates, outline a strategy and work for the goals consistently.
In case you are looking for a limited but qualified talent pool, you can strategize for the same.
- Identify whom to take: Your recruitment team should consist of experienced HR fellas who have the eyes of an eagle that can easily identify the perfect candidate.
Since there are multiple stages in the hiring process, choose an apt HR leader for screening, interviewing, onboarding.
For example, if you know that one of the HR knows how to convey your company culture and values with utmost clarity, you can ask them to be on the recruitment team as an employer brand maestro.
- Don’t limit yourself to the start: Roles in recruitment teams don’t limit you only to the interview process but you are responsible till the employee is working with the team.
At times, your job even exceeds the limit to that. So, to ensure that the employee feels welcomed and belonged, team up with a person who can handle and manage the “after hiring” candidate queries efficiently.
- Diversify your team: Why would the candidate need to go somewhere else if they could resolve all their issues at one place, huh?
Be a one-stop-solution to the candidates from their queries at the initial stage to questions during the onboarding process to the issues after they are hired and settled completely.
In a competitive labor market with unprecedented demands and shifting trends, you should stay updated. Recruitment management can be troublesome at times but once you crack the code of strategizing the process, you can be the star of the industry.
With this we’ll conclude the blog. Hope it helped!