Part 2 of the ever expanding staffing function!!!

So this is part 2 of the series, or in reality it is the 3^rd installation but we are talking about the 2nd model. Here we are going to focus on the difunction model also called amr/cgr and finder/filler. (for acronyms see first post in this series)

In the difunction model 2 staffing professionals split the SLC in 2. One does the account/client management function and the other the sourcing and screening function(see blog on job duties of both functions).  

The advantages of this model are:

1. Because you have 2 people splitting the SLC they can handle more openings and client.
2. Because you have split the SLC into two functions, you will have a greater chance of getting staffing professionals who are higher caliber in those specific areas.
3. More objectivity with candidates as the there is less of a personal stake in the candidates once passed from cgr to amr.

Disadvantages:

1. Due to handling the staffing lifecycle by two people there is a greater chance of things being dropped.
2. Coming up with matrixes is a bit more difficult, as the standard ones do not really apply to both positions.
3. More people in the staffing org, there for more overhead and management responsibilities.

Some of the matrixes that can be used to measure success are(these are the best and most common, but there are others(see blog on matrixes):

For AMR:

1. Hires
2. Client Sat
3. Cost per hire

For CGR:

1. # screened/called candidates
2. # AMR accepted candidates, meaning the AMR agreed they looked good for the position
3. # candidates screened/interviewed

Next week we will look at trifunction.