We are looking for statistics for the optimum number of open requisitionswhich should be handled by each corporate recruiter.
-- Rachael Holstine, PHR
A Dear Rachael:
The number of requisitions that a recruiter can handle effectively is a toughone to gauge since certain positions are much harder to fill than others (i.e.Embedded Software Engineers vs. Help Desk Support).
Also the mix of positions plays a part since 10 different positions with twoopenings each is probably more difficult to fill than two different positionswith 10 openings each.
My guess is that a recruiter should have no more than 20-30 open requisitionsto handle at one time. Any more than that cause a decrease in the service levelprovided to both the internal customers as well as the applicants. Mostimportantly, the time needed to source to keep the pipeline full will suffersince more of your time will be spent on processing interviews.
SOURCE: Mike Sweeny, T. Williams Consulting,Collegeville, PA.
E-mail your Dear Workforce questions to Online Editor Todd Raphael at email@example.com,along with your name, title, organization and location. Unless you stateotherwise, your identifying information may be used on Workforce.com andin Workforce magazine. We can’t guarantee we’ll be able to answerevery question.ASK A QUESTION
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
If you have any questions or concerns about Workforce.com, please email firstname.lastname@example.org or call 312-676-9900.
The Workforce fax number is 312-676-9901.