The Ever expanding staffing function!!!

So this is going to be the start of a 5 part series in the expansion of the staffing function. What I mean by expanding is not that we as staffing professional are expanding what we do, although that will be a subject of future posts. But rather that the SLC((Staffing Lifecycle)see past blog postings) is being broken apart into separate functions or specialties.

Just as HR, which once encompassed everything, and is now broken apart into functions and specialties such as; benefits, staffing, compensation, training, etc. So too is staffing being broken down into functions.
The staffing function, based on the SLC, is currently taking on one of 3 main forms, not to say there may not be other versions of this, but these are the main ones.

1.-monofunction also called full lifecycle, and A-Z.

2. difunction also called finder/filler, and amr(account manager recruiter)/cgr(candidate generation recruiter).

3. trifunction also called sourcer(Also can use titles of researcher)/caller(also can be called screener or interviewer)/account manager(also can be called)client manager.

 
Over the next 4 postings we are going to look at each of these 3 models, pros, cons, and the matrix’s that should be used for each model and role. In the last post we will go into things to keep in mind when choosing and implementing a particular model.