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Gerry Crispin & Mark Mehler CareerXroads mmc@careerxroads careerxroads 732-821-6652

CareerXroads Requisition Workload Survey February 2007. So how many jobs do you handle all at once?. 67 respondents. Staffing. Staffing. Gerry Crispin & Mark Mehler CareerXroads mmc@careerxroads.com www.careerxroads.com 732-821-6652.

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Gerry Crispin & Mark Mehler CareerXroads mmc@careerxroads careerxroads 732-821-6652

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  1. CareerXroads Requisition Workload Survey February 2007 So how many jobs do you handle all at once? 67 respondents Staffing Staffing Gerry Crispin & Mark Mehler CareerXroads mmc@careerxroads.com www.careerxroads.com 732-821-6652

  2. 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

  3. Other: Outsourced, Exempt - Centralized Non-Exempt – Decentralized, Mix between outsourced recruiting function and developing internal, decentralized staff .

  4. 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/Experienced-Sr Mgr 5. We have one 'Strategic Recruiter' (me) focus on highest level recruiting

  5. 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 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

  6. 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 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.

  7. 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 relys 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. 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. 8. What is ratio of coordinator:recruiter (e.g., at Dell 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. TTH - 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). 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! 14. level of position, specific skill set, geography - each of these has the potentia 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 day 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? 18. How satisfied is your organization with recruiting? 19. Ask if you need. 20. A recruiter here (via phone interview) "At a national lab, you're not by definition, doing average, you want the best scientsit, that's a lot of sourcing, lots of sellings, lots of competing. We are more headhunters than a COuntrywide, hire 50 loan officers. We're more selling like a retained headhunter. It could be a year-long sales cycle. Page Size:  Displaying 1 - 10 of 20 If there is anything we didn't ask but should have or that you think is pertinent to the subject, let us know. • 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. • 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.

  8. 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 relys 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. 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. 8. What is ratio of coordinator:recruiter (e.g., at Dell 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. TTH - 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). 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! 14. level of position, specific skill set, geography - each of these has the potentia 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 day 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? 18. How satisfied is your organization with recruiting? 19. Ask if you need. 20. A recruiter here (via phone interview) "At a national lab, you're not by definition, doing average, you want the best scientsit, that's a lot of sourcing, lots of sellings, lots of competing. We are more headhunters than a COuntrywide, hire 50 loan officers. We're more selling like a retained headhunter. It could be a year-long sales cycle. Page Size:  Displaying 1 - 10 of 20 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)? • 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). • 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!

  9. 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 relys 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. 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. 8. What is ratio of coordinator:recruiter (e.g., at Dell 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. TTH - 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). 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! 14. level of position, specific skill set, geography - each of these has the potentia 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 day 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? 18. How satisfied is your organization with recruiting? 19. Ask if you need. 20. A recruiter here (via phone interview) "At a national lab, you're not by definition, doing average, you want the best scientsit, that's a lot of sourcing, lots of sellings, lots of competing. We are more headhunters than a COuntrywide, hire 50 loan officers. We're more selling like a retained headhunter. It could be a year-long sales cycle. Page Size:  Displaying 1 - 10 of 20 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. • 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? • 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.

  10. side the box and...think out We Wish YouGood HUNTING! To reach Mark or Gerry mmc@careerxroads.com www.careerxroads.com 732-821-6652

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