So this is part 4 the end.

Over the last few weeks I have posted allot of info about the 3 models. I posted roles, responsibilities, positive and negative point about each as well as metrics used to measure the success of each.

Now for a few tidbits, things to keep in mind when deciding, and my overall thoughts.

The A-z Model or monofunction is the oldest. One person does it all. It can work, but to make it work you need to ensure the following are in place:

1. A cap on the number of openings any one recruiter handles. No recruiter will handle more than 30 openings in this model and be affective.
2. It helps if there is a staffing associate to help with the administrivia that always will exist.

This model works best for just in time staffing, with little to know eye on the future and only dealing with active candidates.

This is not to be said there are not some who can handle more than 30 openings at a time and be successful. I myself held over 100 and hired a record number 112 people in 1 year in a corporate position. I averaged over 90 a year during my time in this position, so it can be done. However that is not the norm. In order to be able to handle more than 30 and have any real success the following skills, tools and abilities need to be present.

1. The ability to multi task to the highest order.
2. The ability to work at warp speed
3. A sound, lean process in place that holds the entire hiring team (see past blogs) accountable for their part of the process.
4. A staffing professional who is an expert in all facets of staffing, as they are it, and to handle more than 30 openings at a time and hire a large number of people (50 or more) you need to be an expert in all facets. Trouble is there are not many who are.

The difunction model or amr/cgr is the next oldest and being utilized allot. Here the SLC is split in two. To make it work the following needs to be:

1. A cap on the number of openings being worked on at any time, about 50 at the most.
2. A clear line between the 2 roles, with a clear process in place.

This model works best for just in time staffing and up to 60 day(short term) out staffing projections. Little to know passive recruiting, and minimal social staffing.

Like with the monofunction this is not to say the team cannot handle more but you need 2 people who are experts in their part of the process.

1. The ability to multi task to the highest order.
2. The ability to work at warp speed.
3. A sound, lean process in place that holds the entire hiring team (see past blogs) accountable for their part of the process.
4. If your company has internal movement or hiring you need to ensure the Account Management professional is goaled not on total hires but on internal and external hires to ensure the external candidates and the efforts of the CGR are being utilized and counted.
5. Both members of the team the amr and cgr both need to be experts in their respective part of the process. The CGR needs to be an expert in sourcing, interviewing etc., and the AMR an expert in client management, interviewing, JD and Offer compilation, etc. Because you do not need on person who is an expert in the entire SLC it is easier to find people who are an expert in the 2 functions, realizing that the sourcing function is the one that will be the hardest to find experts in.

The trifunction model is the newest and being tried allot. Here the SLC is split in three. To make it work the following needs to be:

1. A cap on the number of openings being worked on at any time, about 70 at the most.
2. A clear line between the 3 roles, with a clear process in place.
3. A overall feeling of team, and understanding that the success of the team depends on everyone.

This model is the best of all worlds as you can do just in time staffing, short term staffing, and long term(greater than 60 days) projection staffing. Here you can do active and passive, and social staffing becomes huge.

Like with the monofunction and difunction this is not to say the team cannot handle more but you need 3 people who are experts or near experts in their part of the process.

1. The ability to multi task to the highest order.
2. The ability to work at warp speed
3. A sound, lean process in place that holds the entire hiring team (see past blogs) accountable for their part of the process.
4. A way to ensure that everyone in the process is performing their roles, that sourced candidates are being screened, and candidates who are successful in the screen are sent to the hiring managers. If your company has internal movement or hiring you need to ensure the Account Management professional is goaled not on total hires but on internal and external hires to ensure the external candidates and the efforts of the source and caller are being utilized and counted.
5. The members of this tem do not need to all be experts. The sourcer must be an expert as this is the most important role, in staffing it will always be about the finding first. The caller would be very very good, but does not need to be an expert. In fact if your callers are only required to ask general HR questions, check for interest, salary, and keep warm potential candidates,  etc, then the callers can be fairly junior. The account manager should be at least very senior as they will need to be able to represent the candidate, push back in the client and make offers, etc. The problem here is finding callers will be easy, especially if they are only doing HR screens. Finding Account managers who are very senior will be hard but not impossible there are allot of good account manager staffing professionals out there. However find an expert sourcer, will be the most difficult, the fact is there are not many out there.

So now the question is which model to use. That is up to you and what you are trying to accomplish. If all you are worried about is just in time staffing then the A-Z is best with the provisions outlined above.

If you are worried about just in time and perhaps up to 60 days out you can use the difunction model.

If you are looking at just in time, short and long term staffing then the trifunction works best.

ends=results  results for our purposes means; just in time, near term, and long term staffing.

So each model serves a different ends, if formed correctly. This is not to say any model cannot perform the same ends, but it becomes harder for some models to perform some ends then others.

There you have it.