Chapter 6 -Resourcing Your Recruiting Teams Efficiently Through Flexible Employment

A very powerful way to avoid negative impressions about your company is to avoid layoffs.  The headlines are filled with multi-billion-dollar companies laying off employees.  The negative impact on impacted and non-impacted employees is significant.  Using variable staffing models to accommodate those fluctuations is an effective way to minimize that impact, especially within the recruiting population.  If you think about it, recruiters have been in contact with and have formed relationships with anyone who has been hired.  It is not unusual for candidates to follow recruiters to their next position and if that is outside of your company, then the impact is multiplied.  Your team will lose the recruiter, possibly lose other employees, and you will have less recruiters to backfill the new openings.  Flexibility in the resource model can minimize the impact.

• How flexible is the resourcing model your company uses within talent acquisition? 
• Is it a standard design or do you support your recruiting teams by allowing them to utilize flexible resourcing? 
• What accountability measures are your leaders using to improve performance and increase positive results? 

Note-

One thing that was mentioned in the chapter was the idea of “ring fencing”. In the ring fencing model, the specific resources and their costs can be assigned to the specific project and activity. Using some type of outsourced resources that were discussed can be used to get a clear picture of costs associated with unexpected hiring projects. It allows business leaders and their finance teams to introduce a more accurate cost impact of the project. 

It is difficult to get this cost with existing resources because much of their time is going to spent on other work.