Business is booming. Your company has been exceeding its sales targets and has gotten so much business, that they need to increase staff, quickly. The CEO has given you the ok to grow your team and it’s your job to build your talent acquisition foundation with diverse recruiting roles to support company growth. Yet beyond another recruiter, what other roles can you add to take your recruiting function to the next level?
Here’s a list of different recruiting specialties that should be a part of your team in order to support company growth and hire top talent quickly.
Top recruiting roles for expanding teams
Sourcer
A sourcer finds and pre-qualifies candidates from their talent pool – whether it be searching through resume databases, social media, job boards, or niche industry sites. This position requires the ability to hyper-focus for hours at a time to wade through the digital ocean of candidates and find the exact match. Sourcers need the ability to synthesize information from multiple sources quickly to be effective. As your organization grows, you can add specialized roles such as Social Media Sourcer or a Specialized Audiences Manager whose primary focus is on campus, veteran, or diversity hiring.
Coordinator
This critical role manages the logistics (and headaches) of recruiting. A coordinator works to schedule interviews, match up dozens of schedules for meetings, and creates a smooth candidate experience during the interview process. With remote work still being the norm for many, a coordinator also ensures there are no technical difficulties with virtual interviews or events. When travel and conferences open back up, a coordinator can also manage flight and hotel accommodations.
Onboarder
An onboarder works to ensure a smooth transition from a candidate to a new employee. The onboarding process can (and should) happen days or even weeks before an employee’s first day on the job. This role is critical to making a new employee feel welcomed and excited to start their journey with your company – and can make the difference between retaining an employee or seeing them leave to find something better. As Jobvite’s Tom Hunley puts it, “A great onboarder can take a new hire from ‘I hope this works out to ‘I am finally home!’”
Recruiting Operations Manager
The role of Recruitment Operations Manager requires an analytical thinker that has a high detail orientation and understands how to track, measure, and analyze results to support greater decision making for optimized recruiting performance. This individual monitors overall recruiting activities at scale and builds long-term programs that evaluate the overall effectiveness and efficiency of recruitment activities. The role works actively to improve the candidate experience, optimize vendor relationships, increase team efficiency, enhance data integrity, and constantly searches for better strategies, processes, technology, and solutions to enhance the recruitment process. As your organization (and data) grows, you may want to create an HRIS analyst role to analyze the data from all your HR systems.
Employer Brand and Recruitment Marketing Manager
In today’s rush for talent, it’s no surprise that this role is increasing in popularity among top recruiting teams. An Employer Brand or Recruitment Marketing Manager manages the presence of your employer brand through digital ads, website traffic, social posts, and more. They make sure that the voice of your promotions matches with the message you’re trying to convey – whether that be connecting to different candidate personas, expanding DEI, or promoting niche roles. This role acts as a behind-the-scenes ambassador for your brand and makes sure your messages land in front of the right people.
Recruiter
Okay, we’ll admit we’re a little biased here. But recruiters are very special! They are critical to finding the right talent to fit into your constantly changing culture – all while selling that culture to candidates. Recruiters are there for a candidate through every step of the interview process – from screening and interviewing to feedback and negotiation. Their job is to be a friend and a resource for anyone that encounters your employer brand.
As the organization grows, you may add a Candidate Experience Manager to understand, facilitate, and improve your hiring process, and an Employee Referral Manager to focus on internal mobility within the organization.
More on recruiting recruiters
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