The number of reqs a recruiter works has a direct impact on the speed, cost and quality of their hiring outcomes. Too many hiring reqs results in poor quality - skipped intake meetings, lack of passive candidate sourcing, short-shrifting screening of applicants, poor candidate management and so on. On the other hand, too few requisitions results in inefficiency. Where's the balance for recruiters' workload?
Over the last 15 years, our HR consulting firm has identified 5 external and 20 internal factors that have a direct impact on the number of requisitions an individual recruiter can effectively carry at a time.
We have concluded that these 25 individual factors are each significant enough to impact a recruiter's workload by +/- 5%. From this insight, we developed what we refer to as the "Efficiency Factor" that should be applied to the ideal number of requisitions a recruiter would carry to increase or decrease the target, realistic workload. The tool is organized and is intended to be used with respect to hiring for executive or senior roles, professional or mid-level roles, or high volume hiring roles.
This analysis also serves to provide a framework for improving efficiency and can become the basis for determining ROI on talent acquisition investments. The tool can be used to rate an individual's or an entire team's recruiting environment. All of these factors can be accurately assessed through a disciplined audit of internal and external conditions and, ultimately, how a company is able to perform its recruitment work.
Once this analysis has been completed, organizations can the assess their current levels of efficiency and effectiveness and determine which factors merit the most significant improvement efforts.
For more information about talent acquisition process improvement, org design or recruiter capability-building, drop us a note.