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Staffing Coordinator
Recruiting & Staffing
Staffing Coordinator
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
When it comes to the role of the Staffing Coordinator (who in many cases handles the logistics of bringing the candidate in for a interview and also handles the back end on-boarding process) many seem
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Forums » Topic Forums » Recruiting & Staffing » Staffing Coordinator
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Staffing Coordinator
posted at 8/23/2007 10:28 AM EDT
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Posts: 3
First: 8/23/2007 Last: 8/23/2007 |
When it comes to the role of the Staffing Coordinator (who in many cases handles the logistics of bringing the candidate in for a interview and also handles the back end on-boarding process) many seem to feel that this particular role is very limited and is not much more than a gloried Administrative Assistant(which of course is not a knock on AA's). What is your assessment of the Staffing Coordinator? an asset to the recruiting process? |
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Staffing Coordinator
posted at 8/23/2007 10:32 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
depends upon volume. I see the role as nothing more than a recruiting or HR Assistant. One that can easily be replaced by automation or a well skilled recruiting professional. However, volume must always be considered when making that assessment. |
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Staffing Coordinator
posted at 8/23/2007 10:39 AM EDT
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Posts: 3
First: 8/23/2007 Last: 8/23/2007 |
HRpro thanks for the feedback. I have often heard similar thoughts in regards to the coordinator role. In some companies the Staffing Coordinators are used as a Jr. Recruiter so to speak, perhaps assisting with roles that require minimal search activity i.e internal placements. |
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Staffing Coordinator
posted at 8/23/2007 11:41 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Volume of interviews/hiring is an important consideration. Although the staffing process has been highly automated and still has a ways to go, using a staffing coordinator to arrange interviews, relocations, send out and collect offer documents is far better than having a much more highly paid recruiter do it.
There are some job enrichment things you can do with this, though. If you have an ATS, you can train the Staffing Coordinator to do some systems admin work on it. You can also have your SA be responsible for designing and running reports, always a key component in any good staffing function. |
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Staffing Coordinator
posted at 8/23/2007 12:07 PM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Nork I have a rather robust ATS, 6 recruiters, no SA's or recruiting coordinators, no "head" recruiter. We hire about 800 people a year in 44 states. Recruiters (we call then Talent Acquisition Specialists in order to remove the "personnel" stigma)are responsible for full cycle recruiting activities and that includes an extensive background check process. Each Recruiter is assigned to an Operational Leader with dotted line functional reporting to me as the SVP. We have centralized areas such as advertising, BI vendors, etc for example to maximize efficiencies but each is accountable to their operational leadership.
Once a week I pull a minimum of 3 reports from my ATS detailing areas we deem important in measuring efficiency (Actually I don't, I have someone else do that for me ). This information, along with additional non-recruiting HC data, is entered into a dashboard for both Exec and BOD reference. I have two HR assistants on my staff neither of which "do recruiting" or recruiting related activities. We don't have a travel department, schedulers, admin assistants, etc. No where in this 3000 employee company is their a single secretary or AA. Technology is our friend and because of that our costs are low and efficiencies are rather high. If a company can afford it a good ATS will save thousands. Automating our process as well as improving things like quality of hire has placed over $11M to the bottom line this year alone. When other companies relaize similar values they too will see little reason to retain antiquated administrative focused positions and through technology coupled with empowerment initiatives realize similar if not better contributions. Cost of the ATS? Year 1 $189K Year 2-3 $69K each. renegotiate after that. ROI already is as I shared, over $11M in 8 months. Why would you even have people do these routine admin tasks with that kind of ROI? Why would you have people do these routine admin tasks at 10% of that ROI? |
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Staffing Coordinator
posted at 8/23/2007 4:46 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
We may be talking apples and oranges then. I focus more on engineers, mostly of the scarce variety, and mid to executive level positions. In that kind of environment, it's much more recruiting with a lot of selling, so a Staffing Coordinator/s become more important.
Were I in your position, I'd do it exactly the way you describe. |
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Staffing Coordinator
posted at 8/23/2007 5:16 PM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
My last company was all engineers, PhD's and highly educated professionals. The results there, with a strikingly similar model and the same ATS tool, was around $6M positive to the bottom line. I had no coordinator there either. We were international and half again as big as I am now.
In my experience this is more about common sense and investing appropriately in the right tools. More staff than what you need doesn't do it. Properly engaged people with the right tools and measuring the right things will. Get the ego out of it, reward people properly and again give them the right tools and you have it made. And if you'd like I can tell you how I did it in healthcare with a so called nursing shortage, reducing nurse vacancies to less than 3%. I used a simpler ATS tool there and the results were about $4M. |
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