The Structures of the Recruitment Teams: The Roles You’ll Need

The recruitment teams have a significant impact on talent acquisition. After all, they are responsible for identifying, luring, and choosing the best applicants. This post will look more closely at the recruitment team structure and the benefits of hiring a team. Here we go!

What Responsibilities Does a Recruitment Team Have?

Regularly working with department managers to identify employment needs in the future is the mark of great recruitment teams. Additionally, you want to be able to draw prospects from a variety of sources, including employee recommendations and social media platforms. 

A recruiter’s main duties are ensuring our business attracts employees, and keeps the best people while building a solid talent pipeline.

The following are some of the responsibilities of a recruiting team:

  • Create and edit job criteria and descriptions.
  • Analyse jobs and tasks to compile job specifications and goals.
  • Prepare hiring materials, and publish positions on the proper employment boards, newspapers, and institutions.
  • Candidates are found and hired via databases, and social media.
  • Examine resumes and job applications from candidates.
  • Conduct interviews, utilising a variety of trustworthy recruiting and selection tools and methods to narrow the field of candidates on time.

Understanding the Recruiting Team Structure: What Are the Key Roles?

The following are the key roles of the recruiting team:

recruitment teams

1. Resourcer (or Sourcer)

Resources are the ones that provide a steady source of candidates for your vacancies. A resource’s job is to find candidates that are able to be submitted to the appropriate positions, and make them aware of open positions. A resource is responsible for finding and filtering a large pool of candidates, focusing on the most qualified and best-fit candidates. This requires:

  • Understanding the company’s objectives and vision.
  • CV analysis.
  • Matching the personality and skill set of candidates with the appropriate post.
  • Evaluating potential candidates.

2. Head of Human Resources or HR Lead

Back office organisation, and HR leads provide accuracy. The HR Lead is important to the hiring process and other employee lifecycle activities. The hiring team must have access to accurate candidate resumes, ratings, and reviews, which HR Leads ensure are available. Although sometimes unnoticed, this position is necessary for:

  • Organising employee and candidate documents.
  • Maintaining the application tracking system.
  • Ensuring whether the forms are up to date.
  • Coordinating pay and benefits when a new hire is made.
  • Extending offers to candidates.

3. Recruiters

Recruiters are in charge of organising and coordinating the entire employment process. They will fulfil the key position in your hiring plan for the team. The term “recruiter” has come to refer to anyone who sources applicants and occasionally handles candidate communication. From beginning to end, recruiters plan the hiring process, including but not limited to the following:

  • Establishing departmental task boundaries.
  • Communicating with the hiring manager.
  • Aligning with the vision and goals of the business.
  • Generating job descriptions.
  • Arranging interviews.

4. Hiring Manager

The person who is directly hiring for a vacant post in their department is often the hiring manager. Hiring managers are well-versed in the requirements of their departments. They are quite familiar with the available position, and will likely collaborate with the new hire on a daily basis. They started the hiring process by performing the following duties:

  • Requesting the filling of a vacancy.
  • Defining the duties and requirements of the position.
  • Working in concert with the recruiter(s).
  • Interviewing candidates.
  • Deciding who will be hired.

5. The Owner or Company CEO

A huge corporation’s CEO may not always be able to welcome each applicant personally, but they can still participate online in the hiring process. The owner of a large, medium, or small business is accountable for the following during the process:

  • Establishing and communicating the organisation’s vision and objectives.
  • Making staff members feel valued, involved, and included.
  • Acting as the company’s favourable representative.
  • Deciding on fresh recruits as an executive.
  • Directing the business, strategy-based hiring strategy.

6. Core Team Member(s)

Another job that can be split up among numerous people is this one. The individuals the new recruit will frequently collaborate with are known as core team members. They should be highly involved in the hiring process to ensure the best fit given their strong relationship with potential employees. This comprises:

  • Demonstrating to prospective employees your best attitudes.
  • Describing the company’s mission and goals.
  • Conducting interviews.
  • Setting up work trials.
  • Providing feedback on candidate performance to the hiring team.
  • Onboarding.

7. The Direct Supervisor

The hiring procedure must include the new hire’s immediate supervisor. They still impact the hiring process, even if they are not the ones who submit the requisition for the post to be filled.

Because they are familiar with the ins and outs of the department, and its requirements, they are most likely aware of the kind of individual who can thrive in the vacant position. When your hiring team is looking for a new employee, the direct supervisor can let them know of any gaps that need to be filled. This includes undertakings like:

  • Deciding on the necessary credentials for the position.
  • Conducting interviews, work trials, and assigning responsibilities to the core team member(s).
  • Giving the talent acquisition team feedback on the performance of candidates.

The Advantages of a Collaborative Hiring Team

The following are the advantages of a collaborative hiring team:

  • Reduced the possibility of team burnout during talent acquisition.
  • Improved business input results in better matches.
  • Improved hiring effectiveness.
  • Reduced data silos.
  • Produced a more welcoming, constructive workplace environment.

Frequently Asked Questions

1. How do you build a recruitment team?

Based on long-term organisational goals, you must decide which jobs your department needs. Based on this data, you can expand your team by adding new individuals to achieve these objectives.

2. What is recruitment process outsourcing?

According to the Recruitment Process Outsourcing Association (RPOA), recruitment process outsourcing (RPO) is a type of business process outsourcing (BPO) in which an employer transfers all or a portion of its hiring procedures to an outside service provider. An RPO provider may offer its own resources or take over the company’s personnel, technology, working methods, and reporting.

In every instance, RPO is very different from service providers, like staffing firms and contingent, or retained search providers in that it takes ownership of the planning and management of the hiring process, as well as accountability for the outcomes.

Closing Thoughts

You can onboard the best talent to improve the performance of your business with the aid of a recruitment team structure made up of important individuals. Building the correct team can help your business expand, supported by a highly competent workforce.

 

LogicMelon

Award-winning recruitment software that will find, attract, hire and analyse the way you want to work. At LogicMelon, we have experienced software recruitment marketing specialists to help you build effective recruitment solutions supported by the best customer service you’ll find anywhere!

Email: sales@logicmelon.com or call LogicMelon (UK) +44 (0) 203 553 3667 (USA) +1 860 269 3089

This entry was posted in Blog post | Recruitment | Tools & Tips