I would appreciate any opinions, thanks in advance.

 

How many requisitions can one recruiter work on and realize success? 

Views: 161

Reply to This

Replies to This Discussion

Define success first...
Success is your candidate recieving and and accepting an offer from your client.

Thomas Patrick Chuna said:
Define success first...
Then all you need is one requisition. One candidate + one offer accepted = success.


Still not quite getting what you are driving at with your original question, sorry.
So sorry if I am not being clear. In your opinion, how many job requisitions can one agency recruiter handle over the course of a month and achieve success?

Thomas Patrick Chuna said:
Then all you need is one requisition. One candidate + one offer accepted = success.


Still not quite getting what you are driving at with your original question, sorry.
Gotcha..it depends on how organized they are, if they are good at time management, how well they understand the position they are recruiting for, if they understand the industry they are recruiting in, if they are good at research ( IE finding suitable companies to penetrate as a source, etc.. also, are they willing to do research on their own time, and not prime " reaching out to candidates and clients " time..

Also, one search for a senior management type that must be a left handed albino who is half irish with X certifications and X degree and be located in X city because the client "doesn't do relo's" is different than 5 searches for RPG programmers.. way different.

Are you asking because you are determining what is an acceptable metric of success for an office full of agency recruiters, or are you wondering about how many clients you personally need to have in your solo practice in order to consider yourself successful?

I would say more is better..maybe 6 - 10 at any given time, because you"ll always have ones that evaporate for no reason..or a good reason, but you'll always have ones that go away.

Hope I am being useful with my replies.
Yes your replies are very helpful, thank you. To further our discussion, how many recruiters typically work a corporate account so that the agency achieves success?

Thomas Patrick Chuna said:
Gotcha..it depends on how organized they are, if they are good at time management, how well they understand the position they are recruiting for, if they understand the industry they are recruiting in, if they are good at research ( IE finding suitable companies to penetrate as a source, etc.. also, are they willing to do research on their own time, and not prime " reaching out to candidates and clients " time..

Also, one search for a senior management type that must be a left handed albino who is half irish with X certifications and X degree and be located in X city because the client "doesn't do relo's" is different than 5 searches for RPG programmers.. way different.

Are you asking because you are determining what is an acceptable metric of success for an office full of agency recruiters, or are you wondering about how many clients you personally need to have in your solo practice in order to consider yourself successful?

I would say more is better..maybe 6 - 10 at any given time, because you"ll always have ones that evaporate for no reason..or a good reason, but you'll always have ones that go away.

Hope I am being useful with my replies.
That one I am not really qualified to answer, since I am a solo guy, but I would think there should be one recruiter per one position, otherwise you'll become a babysitter, and mediating disputes over who gets credit for which candidate..you'll also confuse the crap out of the candidates, because he won't want to keep track of who presented him where...

if you have one corporate account let's say, and they have one opening, assign the guy who you think will do the best with it, however you decide such things..if they have multiple sales needs, then assign one guy to fill one territory, another guy handles the midwest, however it needs to be divided.. if they have sales and IT needs, divide it up that way..if everyone is new, just wave your magic wand and ZAP, anoint one of them a specialist in IT recruiting, another does sales...you get the idea.

Another way to divvy up the workload is to have one guy name gather, and have another circle back and do the recruiting..you can divide that by seniority if you want, but the truth is, some people like sourcing and are good at it..some are better at recruiting...some excel at getting new accounts and openings to work.. if guys can do all three, great...but be aware that that may not be the case, so play to their strengths and reward them equally, because it's all hard work.
It would probably depend on the industry, in my case anyhow....I do feel that the demand is much higher than one can handle. Which in some ways is positive while on the other hand pompts me to your question because I am in a bit of overload of work myself and I keep asking myself the same question.

I would say, one person could handle up to 2-3 hires in a month in a difficult situation, meaning you are lacking staff and have alot of other things that you need to take care of.

I do not quite agree with the comment that one person has to take care of one account. Because you end up only working for that one account. What if that account didn't have any work for a couple of months?
You might have one contact person in charge of each account, since people prefer to speak with a "person in charge" but could have several recruiters working together.

When the numbers of accounts past 4, I start to lose intimacy in communications, and the accounts kind of catch it. When my number of applicants goes beyond a week worth of interviews, I start forgetting who is who...
and in a couple of weeks some candidates will have already dropped out into their own world.

But this is me who has to also manage the homepage, post advertisings, distribute resumes and mangae finances...

Reply to Discussion

RSS

Subscribe

All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below

Webinar

RecruitingBlogs on Twitter

© 2022   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service