Recruiting & Staffing
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
posted at 9/13/2007 8:16 AM EDT
I suppose it depends upon the size of the organization and company's plans for adding headcount to the staffing and/or overall HR function. For example, in a smaller company, the SC role might be considered a "destination job." Job enrichment may consist of project work, assisting with temp agency management, ATS maintenance and reporting, etc. If you have someone in that role who views it as a stepping stone to doing "bigger and better things," you need to be prepared to either find them another, more challenging role with greater responsibilities in your organization after they have been in position for an adequate amount of time (probably 14 - 20 months) or anticipate you will lose them as they will not be content being an SC forever.
In a larger organization, the SC role may be designated a critical developmental role to grow future HR talent, and with some planning/mindfulness around developmental assignments, could spin out into a junior recruiter, generalist, comp and benefits analyst, etc.
Bottom line -- once you determine what type of role your SC position is, align your recruitment and training strategies for that position with those needs in mind.
Hope this helps.
Innovative HR Resources