Eany, Meany, Miney, Moe, which staffing Model should we use!!

Eany, Meany, Miney, Moe, which staffing Model should we use!!

Staffing models, wow there are a lot of them, or so you think. The reality is there are only a few.

Full service-you have a Staffing Professional (SP) or Recruiter doing A-Z, the whole Staffing Lifecycle (SLC).

Hunter-Gatherer-basically you split up the full lifecycle into the hunter or finder-sourcer who may or may not screen and the gatherer-SP who does all the rest once the hunter has handed it off.

Committee-basically, you use several different people, each performing a different part of the SLC to get the job does. This model means breaking the SLC down to at least three roles. Usually the breaks are sourcer, interviewer/screener, and presenter. The sourcer finds the candidates; the interviewer/screener interviews them prior to presentation to client. The presenter presents them to the client and performs the rest of the SLC. This model goes after the assumption if your company has say; a 4–1 interview to offer ratio, and a 4–1 screener to presenter ratio, and a 4–1 sourced to screened ratio, this means your screener needs to screen 16 candidates to get 4 interviewable candidates, and that means your sourcer need to find 64 sourced candidates. Therefore, you can imagine why they would break this down. Of course, you can break the SLC down to even more than three but you get the idea.

This is really it, every model you have seen, heard about or worked within is either one of these or a variation of one of these. The first two are the most common.

Comment by Neha on August 24, 2010 at 9:39pm: Hi Dean,
You’re absolutely right that the tasks are divided between data miners, recruiters, account managers…etc.
Although I’m not 100% positive if this method is best for all industries. For temp positions or high volume industries, this method is great for maximizing efforts in a short period of time. After all, temp positions specifically require same day turn around.

However for executive-like positions, this method is not necessarily the most effective. Gathering the requirements from the client is as important as sourcing the proper candidates. As much knowledge transfer that can be involved between Account Managers and Recruiters, details are bound to be left out: similar to broken-telephone. The person taking the requirements should be the one to source and produce qualified candidates. This person would know the right questions to ask the client and candidates alike.

I would like to see the industry turning into a blended desk environment where tasks and quality is controlled by one single source, not a production line.

Comment by Dean Da Costa on August 24, 2010 at 9:51pm: You are correct for executive they would use the full service model. The key or this post is, there is a thought that there are a huge number of staffing models. The fact is there are only three. Full Service, Hunter-Gatherer, and Committee. The full service speaks for itself. The only difference between the Hunter-Gatherer and Committee is where they draw the line or lines, and who does what and how many people do it. In other words, at what point in the SLC do they draw the line, and who does what and how many are involved. In Hunter-Gatherer it is only two involved, where they draw the line in the process can vary slightly. With the Committee, there can be numerous lines drawn, as the process can be split between three or more people. Each model has its strengths and weaknesses and some are more suited for particular types of staffing than others, i.e. executive.