[Checklist Included] 5 Greatest Ways to Set up Your Recruitment Crew
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The recruitment team is the backbone of every organization. This team is responsible for hiring the best talents that align with the company's mission and vision. If the recruitment team is on shaky ground, there is a risk that more candidates will withdraw, new employees will leave, and the productivity of the entire team will decline. In this blog, we help you structure your recruitment team, define the roles and responsibilities of team members, and provide you with a checklist to optimize the process.
How should your recruitment team be structured?
An ideal recruitment team can deliver high-performing candidates to the company within the timeframe without any issues. It is important that you understand the composition of the recruitment team to ensure that your goals are achieved, as they are the ones who hire the candidates to achieve them.
Roles in recruitment teams vary, and some of them are listed below:
How should your recruitment team be structured?
An ideal recruitment team can deliver high-performing candidates to the company within the timeframe without any issues. It is important that you understand the composition of the recruitment team to ensure that your goals are achieved, as they are the ones who hire the candidates to achieve them. The roles in recruitment teams vary, and some of them are listed below:
Recruitment Manager:
Recruitment managers are the leaders who ensure the smooth operation of the entire hiring process. They oversee every aspect of the process and lead the team. They supervise the HR department and are usually experienced employees. Their tasks include designing and implementing hiring procedures, leading the team, and ensuring compliance with labor laws.
Recruitment Specialist:
A recruitment specialist, also known as a talent acquisition specialist, is a team member who knows the specific job description in detail. They act as a bridge between the hiring manager and the candidates. They work closely with the HR managers to understand the required qualifications and to review resumes and applications accordingly. They discover the top talents that fit the company culture and values.
Recruitment coordinators:
Recruitment coordinators are like oil for the engine. They are responsible for posting job openings, writing job descriptions, managing interview processes including scheduling, serving as the central point of contact for applicants, and handling offer letters and background checks. You perform logistical and administrative tasks throughout the entire hiring process.
Maestro of the employer brand:
When a candidate applies to a company, they often consider the employer brand as an important factor influencing their decision. As a recruiter, you should always be the one who represents your company's employer brand like a pro. The maestro of the employer brand in the recruitment team takes on this special task for the employees. He draws attention to the company culture, values, and goals, and increases the company's visibility in the market.
HR managers:
HR managers are not part of the recruitment team, but they still play a very important role there. They are the ones who hire candidates for their team.
They play a crucial role in justifying and evaluating the candidate based on their technical and behavioral skills.
Since we know that HR managers are an inevitable part of the roles and hierarchy of the recruitment team, it is your obligation as a recruiter to share the candidate's resume with them. This process can be done manually, but who takes care of storing all the resumes and sending them individually to the HR manager? Automation comes into play, where you can use recruitment management software for this. HR One allows you to easily send the resume to the hiring manager before the interview. You can perform this action individually or in bulk.
Since we know that HR managers are an inevitable part of the roles and hierarchy of the recruitment team, it is your obligation as a recruiter to share the candidate's resume with them.
This process can be done manually, but who takes care of storing all the resumes and sending them individually to the HR manager? Automation comes into play, where you can use recruitment management software for this. HROne allows you to easily send the resume to the hiring manager before the interview. You can perform this action individually or in bulk.
What should the ideal size of your recruitment team be?
The ideal size of the recruitment team structure varies depending on the type and size of the company. It also depends on the job description. A recruitment team of the ideal size leads to a smooth execution of the interview process. And of course, there is no one-size-fits-all solution for companies. The ideal average size of a recruitment team for small organizations ranges between 1 and 5, while for larger organizations it varies between 20 and 50. For multinational companies like Google, there is a special team committee worldwide that is based on regional approaches.
3 things you should consider when choosing the recruitment size.
● Your budget.
●Job descriptions.
●Employee strength of the company.
Checklist for Assembling Your Best Recruitment Team
Your recruitment team is not just a bunch of people sitting together and judging candidates. It is a group of experienced and qualified recruiters who can make a judgment about the candidates who show up for the interview.
Below is a checklist for assembling the best recruitment team.
Define your recruitment goals:
Always set recruitment goals and stick to them. They guide you in the right direction and provide clarity on the reason for the hiring. You can define the recruitment goals, for example, in terms of the number of applicants.
If you need a large number of candidates, set a strategy and work consistently towards the goals. If you are looking for a limited but qualified talent pool, you can develop an appropriate strategy.
Find out whom you should hire:
Your recruitment team should consist of experienced HR professionals who can easily spot the perfect candidate with an eagle eye. Since the hiring process involves multiple phases, select an appropriate HR leader for screening, interviews, and onboarding.
For example, if you know that one of the HR people can convey your company culture and values with the utmost clarity, you can ask them to be included in the recruitment team as the maestro of the employer brand.
Don't limit yourself to the beginning:
Roles in recruitment teams are not limited to the interview process; you are responsible until the employee works with the team. Sometimes your job even goes beyond that. To ensure that the employee feels welcome and included, work with a person who can efficiently handle and manage the candidates' "post-hire" inquiries.
Diversify your team:
Why should the candidate go elsewhere if they could solve all their problems in one place? Be a complete solution for the candidates, from their inquiries in the initial phase to questions during the onboarding process and issues after hiring, providing a comprehensive resolution.
In a highly competitive job market with unprecedented demands and changing trends, you should stay up to date. Recruitment management can sometimes be problematic, but once you've cracked the code of strategic process planning, you can be the star of the industry.
