Transcript Session Title - CareerXroads

CareerXroads Requisition Workload Survey
February 2007
So how many
jobs do you
handle all at
once?
67 respondents
HELP
HELP
WANTED
WANTED
The
Staffing
Strategy
Connection
Gerry Crispin & Mark Mehler
CareerXroads
[email protected]
www.careerxroads.com
732-821-6652
The
Staffing
Strategy
Connection
The
Staffing
Strategy
Connection
Other: Glass, Aerospace & Defense, Civil Engineering, Manufacturing for
business to business as well as consumer products, Pharmaceutical and
medical devices, Facility and Food Services, Engineering, Industial
Manfacturing and Distribution, Oil & Gas, Engineering and Management
Consulting, Pharmaceuticals, Med Device, and Consumer, Public
Relations/Communications, Pharmaceutical, Biotechnology
The
Staffing
Strategy
Connection
Other: Outsourced, Exempt - Centralized Non-Exempt – Decentralized,
Mix between outsourced recruiting function and developing internal,
decentralized staff .
The
Staffing
Strategy
Connection
The
Staffing
Strategy
Connection
Other: 1. mostly driven by location 2. Recruiters are aligned first by
location than based on business need by function. 3. Not currently
assigned - manage a diverse portfolio of positions 4. Mixed: Smaller
Division recruiter covers all reqs. Larger divisions recruiter support
cut by complexity of reqs: Interns/College/NonExempt/ExperiencedSr Mgr 5. We have one 'Strategic Recruiter' (me) focus on highest
level recruiting
The
Staffing
Strategy
Connection
10. The number of (F/T, P/T and Contract) RECRUITERS is:
Average: 24.8
Range: 0-195
Mode: 30
Quartile Distribution: 1st 0-6, 2nd 6-12, 3rd 12-30, 4th 30-195
11. The number of SOURCERS supporting the recruiters
noted above is:
Average: 4.7
Range: 0-50
Mode: 1.5
Quartile Distribution: 1st 0-0, 2nd 0-1, 3rd 2-12, 4th 12-50
The
Staffing
Strategy
Connection
12. The number of additional (non-recruiting, non-sourcing)
SUPPORT STAFF (i.e. admin, etc.) is:
Average: 9.5
Range: 0-140
Mode: 5
Quartile Distribution: 1st 0-2, 2nd 2-5, 3rd 5-10, 4th 10-140
The
Staffing
Strategy
Connection
14. In an "average" month, on any given day,
how many REQUISITIONS will a recruiter be
working on?
Average: 30.7
Range: 8-87.5
Mode: 30
Quartile Distribution: 1st 8-20, 2nd 22-30, 3rd 30-35, 4th 35-87.5
The
Staffing
Strategy
Connection
15. How many HIRING MANAGERS will those Requisitions
(noted above) be from (all from 1?, all different?)?
A: Approximately 20 of the 30 positions are different.
If there is anything we didn't ask but should have or that you
think is pertinent to the subject, let us know.
1.
Approx. 30% of all reqs are filled internally.
2. 75% of our hiring is for just 2 job families
3. We average between 220 and 300 requisitions per month and have been
maintaining a 95% fill ratio.
4. Model relies on Manager self-service for all but external hiring scenarios.
5. It would be beneficial to drill down a little more- specifically on the sourcing
alignment to business/reqs/recruiters. Our teams are so big, and we don't have
sourcing recruiters aligned to all segments.
The
Staffing
Strategy
Connection
6. We are implementing a centralized HR administrative team that will begin to
handle onboarding centrally as well as all oversight of our HRIS system. In
addition, we are making enhancements to our ATS and process so all
information collected from a candidate will upload to our HRIS system,
minimizing any additional paperwork or input as a new-hire.
7. Is the process for managing internal candidates different for external? For us,
there are only two differences 1)no background check for employees; 2)all
employees are contacted by phone, by the recruiter, regardless of whether or
not they are qualified. Only qualified external candidates are contacted. So sometimes an internal placement can be MUCH more work! Sometimes not.
If there is anything we didn't ask but should have or that you
think is pertinent to the subject, let us know.
8. What is the ratio of coordinators to recruiters (e.g., at XXX it's 2 recruiters:1 coordinator). What
percentage of candidates are sourced versus applied to position through website (or third-party
board) -- goes to how much time/effort needs to be invested to identify and appropriately screen
candidates. How much time do recruiters spend meeting with their hiring managers? Are the
recruiters tied in with their HR mgt counterparts and Finance in forecast hiring (including
attrition)?
9.
Currently we are trying to utilize the tools in Taleo to post and source. There is no integration to
HRIS currently. My team does not have recruitment coordinators or dedicated administrative
staff - we utilize HR Admins in each region as best as possible.
10. Time to hire?
11. Recruiter load heavily dependent on job level. At the low end, a recruiter may carry 50 reqs, many
of them are the same. At senior level and executive, a recruiter is more likely to carry an
average of 5-10 (and the higher number only where there are duplicates).
The
Staffing
Strategy
Connection
12. -Who do the sourcers report to? -Are there any 'team based' incentive compensation for the
recruiters/sourcers/coordinators? -What is avg time to fill for exempt and non-exempt positions What key metrics are sourcers held to, recruiters?
13. Since we are moving from an outsourced process to inhouse... not sure how req loads will look for
internal recruiters. Let you know next year!
If there is anything we didn't ask but should have or that you
think is pertinent to the subject, let us know.
14. level of position, specific skill set, geography - each of these has the potential to
add complexity.
15. You didn't ask the total number of positions open. The number that we "work in" is
misleading as we may touch a fair number of them every day even if it is to send
one resume. RIght now, I have a 102 openings in a division, and I would say that
is triple for what the company has. You also didn't ask how many jobs are out with
search firms...If I had to recruit all positions on my own, then I couldn't handle
near as many than if I put most of them out to search firms. Does this make
sense?
16. The 10 recruiters I manage in the US support 20 divisions and ~30K employees.
17. How much time is spent on process/administrivia versus actual
sourcing/screening/negotiation and closing for recruiters?
The
Staffing
Strategy
Connection
18. How satisfied is your organization with recruiting?
19. Ask if you need.
20. A recruiter here (via phone interview) wants the best xxx - that's a lot of sourcing,
lots of selling, lots of competing. We are more headhunters than at xxx. We
operate more like a retained headhunter. It could be a year-long sales cycle.
We Wish You
Good HUNTING!
The
Staffing
Strategy
Connection
To reach Mark or Gerry
[email protected]
www.careerxroads.com
732-821-6652