Written by Holly Watson | October 23, 2014
So, the time has come for you to bring recruitment in house.
While the challenge ahead of you might seem huge, having the right tools and, most importantly, the right people, to help you along the way can make a huge difference to your efforts.
Naturally, you’ll be thinking about starting to build an in-house recruitment team to help you on your mission to make direct sourcing the norm for your business.
However, as these are new roles within your company, what kind of tasks should you be focusing on when putting together a job description? And what exactly will your new team be doing on a day-to-day basis?
As the workload of an in-house recruiter can be varied, Webrecruit has compiled a list of the most common day-to-day tasks associated with direct sourcing to help you on your way:
As you can imagine, talking to candidates will be a large part of the job; whether it’s asking initial screening questions, arranging interviews or making employment offers, candidate engagement will be a huge portion of the team’s daily tasks.
Engaging effectively with the candidates that apply for your vacancies is vital as this will most likely be the first contact they have with your business. And first impressions count.
Constantly seeking more efficient, reliable and cost-effective methods of recruiting will be an important task for your new In-House Recruitment Manager.
On a daily basis, they’ll be monitoring the progress of your strategies that seek to reduce your time and cost-per-hire or perhaps even thinking about investing in recruitment software to manage your direct sourcing process more efficiently.
Attracting the right candidates to your business is crucial and, as such, identifying the most effective advertising sources should be a key part of your direct hiring strategy.
Creating online job advertisements, liaising with job boards and using social recruiting platforms, such as LinkedIn, will all be part of your team’s day-to-day tasks.
Additionally, your new In-House Recruiter may still need to communicate regularly with agencies for a handful of your roles, especially if you’re in the very early stages of implementing a direct sourcing strategy.
Calculating and analysing recruitment metrics is an important task for any new In House Recruiter – not only will this provide you with vital business information, such as your average time and cost-per-hire, it’ll also allow you to chart your progress in your mission to bring recruitment in house.
Monitoring this information will also enable your In-House Recruitment Manager to re-adjust your strategy based on how much progress you’ve made.
Remember, the recruitment process doesn’t end when an offer has been made and accepted. Chances are, your new in-house recruiter will be ensuring each new hire’s smooth transition into the business and ensuring that they are as happy as possible.
Looking to bring recruitment in house? Why not see how Webrecruit can help you. Find out more.