The recruitment team in an organization plays a crucial role when it comes to talent acquisition and sourcing. These members are, after all, responsible for identifying, attracting, and shortlisting the right candidates for empty positions in the company.
However, some favor having a large talent acquisition team while others argue that more than a few people in the hiring process can mess things up.
In this guide, let us take a closer look at structuring your in-house recruitment team and determine what should be its ideal size and configuration.
In-House Recruitment Team Structure – A Complete Guide
The first consideration in structuring your in-house recruitment team is whether you need one. If you have only a few employees, you might not need a big team to hire new talent. It is important to consider your recruitment needs and the size of your company to determine the structure and size of your in-house recruitment team.
It is easy to understand that a small business doesn’t need as big recruiting team as a multi-national company. Similarly, a mid-scale company in a small industry doesn’t need a recruitment team similar to a company in a big industry like hospitality or retail. The number of members in your recruitment team and the types of roles in the team depends on several elements.
Availability of choices in the market
The more options of candidates you have available for the organization, the easier it is to identify and pick them. On the other hand, there are industries that face difficulties finding people and so are some job positions that can be generally hard to fill.
Ratio of active to passive seekers
Active job seekers are generally easier to attract and pick than passive ones as they are typically satisfied with their present role and aren’t looking for new opportunities. These passive candidates are your ideal picks, but it takes more effort to find and attract them.
The level of automation in your recruitment process
The structure and size of your in-house recruitment team depend on how much you have automated the process. You can choose from a plethora of AI-based tools that help automate the talent acquisition process to free up time for employers.
Talent Acquisition Team & Org Structure – What You Should Know?
When it comes to talent acquisition team structure, there are as many possibilities as the number of organizations. However, here are some common configurations based on the size of the company.
Small Businesses and Startups
These businesses often don’t have a dedicated person for recruitment. It is generally taken care of by somebody interested in HR though the founder often gets involved in new employee selection. Startups and small businesses with up to ten vacancies annually can follow this structure as long as they find no difficulty finding suitable candidates.
For such companies, there are multiple options available for the recruitment team. If the organization already has an HR executive, he/she can be the one-man recruitment team and will take care of everything from screening and sourcing to salary negotiations and employment offers. If the company doesn’t have one or he/she is too busy with other tasks, it can hire a part-time recruiter or freelancer.
Enterprises and Rapidly-Growing Organizations
When a company gets to this stage, it gets a permanent recruiter as a part-time or full-time position depending on the availability of the target candidates and the number of vacancies. For a fast-growing company, it doesn’t take long before getting 100-1000 vacancies annually which demands a serious recruitment team.
Based on the exact number of vacant positions, the organization may need multiple recruiters with a manager or team lead. Here, it also helps to have a data analyst to take care of all the information related to the process.
Recruitment Team Roles & Responsibilities
A recruitment team can have varying roles and responsibilities depending on the size of the organization and exact needs. Here are the most common roles in an in-house recruitment team.
The most important part of the in-house recruitment team, recruiters are responsible for arranging and coordinating the whole hiring process. They streamline the recruitment process from start to end including coordination of interviews, creating job descriptions, communication with the hiring manager, delegation of tasks across departments, and more.
The Head of the HR department plays a vital role in the recruitment process. They are responsible for ensuring the accuracy of forms, maintaining the applicant tracking system, organizing employee and candidate documentation, and extending offers to new hires. HR lead makes sure everything from candidate information to resume is available to the hiring team and properly verified.
A sourcer/resourcer in an in-house recruitment team is responsible for finding talent that suits the open positions within the organization. These are the people doing the most work when it comes to finding the right talent for vacant positions.
This is a person who has an open position in the department and wants to hire directly for the role. A hiring manager sets the recruitment process in action by requesting to fill the position, defining the job responsibilities and requirements, interviewing candidates, and making the final selection.
This role is generally divided among employees as these are the people that the new employee will work with on a daily basis. As they are closely associated with the new hire, they should be involved in the process to make sure the best fit is selected.
Though the founder or chief officer in the company may not always be able to deal with every candidate, they still have a crucial role in the recruitment process. Regardless of the size of the organization, the owner is responsible for making executive decisions about new hires, making employees feel important, valued, and involved, and guiding the hiring strategy in line with the business strategy.
A company’s in-house recruitment team plays a key role in shortlisting, attracting, and finalizing candidates. The ideal structure and size of the team depend on various factors including the scarcity of the right candidates, the number of vacancies to be filled, and the level of automation within the process. Ultimately, it comes down to an individual organization’s requirements and size as well as the skills and capabilities associated with talent acquisition.