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| | The Human Resources: Recruiting, Hiring, and Staffing Network is not currently active and cannot accept new posts | | "Weighting" job openings to balance recruiter workloads | Views: 614 | | Jul 21, 2006 8:54 pm | | "Weighting" job openings to balance recruiter workloads | # | 
Tom Adam | | At the risk of re-inventing the wheel, I'd like to throw this idea out to the group to see what comes of it. I think we all know that some positions are harder to fill than others, and that this is true across industries. The time, effort, and resources need to recruit, for example, a very senior J2EE architect or a Director of Project Management in biopharmaceutical development will be far greater than that needed to recruit a level-1 helpdesk analyst or a lab technician.
In order to balance the workload on recruiters, shouldn't we be assigning a "weight", a degree-of-difficulty if you will, to each job opening that needs recruiting? That way requisitions can be assigned to recruiters based on the weight they are carrying, not the number of positions. A recruiter working on half a dozen difficult-to-fill positions can be expending just as much time and effort as someone carrying 20 entry-level positions. Doing it this way seems to be a more equitable method of distributing the workload than just making sure everyone is working on the same number of openings.
Comments? Private Reply to Tom Adam | | Jul 22, 2006 1:23 am | | re: "Weighting" job openings to balance recruiter workloads | # | 
Hardeep Sodhi | | Hi Tom
We have been trying to do this for quite awhile now..not only for balancing workload amongst recruiters but also prioritising it.
The factors we considered are :
- Approximate value of order = Factor of 1
- Previous experience with client : Rating between 1 to 5 ( v. little to v. good ).
- Availabilty of candidates across our/ web databases : 1 to 5 as above.
- Competition : 1to 5 ( v. heavy to none )
- Urgency of requirement : 1 to 5 ( not v. urgent to must fill this month)
This gives us a broad ranking of positions.For sure some factors will change with time so a weekly review should be done.
BUT, as I said above we have been "trying" .. in the ideal environ all data would be put promptly and reports churned out at least weekly for the next week action plan/ focus.
In real life things do not seem to be as systematic, however ....:-((((.. methinks any system requires firstly self-discipline to be working.
best
hardeepPrivate Reply to Hardeep Sodhi | | Aug 23, 2006 10:32 am | | re: "Weighting" job openings to balance recruiter workloads | # | 
V Narayanan | | Dear Sir
I fully agree with you.
As a Commercial Head I tried to implement it in my previous company.
The query which came before me is how to classify such jobs and what weight is to be allocated on what basis.
This question can never be precisely answered and being subjective in approach, I was forced to drop the very idea.
Yours
V. NarayananPrivate Reply to V Narayanan | | Aug 24, 2006 9:23 am | | re: re: "Weighting" job openings to balance recruiter workloads | # | 
Dawn Khan | | Tom, a fascinating question! Hardeep, I found your approach to this suggestion of weighting was fascinating as well.
Some of the specialty positions do require more specific and ready networking to identify the "right" fit as opposed to the skills that are easily assessed, certified, and developed. In the world of general administration, customer service, and even Engineering skills for example, there are traits, talents and certifications that can be identified in bulk.
When our help desk needed to grow from by 100 people from 30, we discovered that the right mix was a good balance of junior and senior talent, and then it was a matter of balancing the sourcing channels to attract the best from both systems-- the customer service skills for a senior or junior candidate were easy to manage.
More skills were required to place some of the more specific skills such as a SPECIFIC talent for CIO, that would compliment the culture and drive objectives. Or a SPECIFIC talent for IP Legal skills in managing the process of protecting a trademark to compliment the requirements of the intellectual property and working styles of the company the represent.
This notion of workload balancing does seem like a practical way of assessing how you can manage the openings of your company or client most effectively.
Dawn Mular, Founder, http://helpingfriendscareernetwork.com
http://linkedin.com/in/dmular
New LinkedIn Business/Career Leads Community!
http://finance.groups.yahoo.com/group/LinkedIn_HF_Careernetwork Private Reply to Dawn Khan | | |
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