HR & recruitment role
Discussion
I'm a non exec of a growing company based in London, had a zoom meeting with the CEO this morning and they're looking to recruit around 30 people over the next 12-18 months, they have an aversion to agencies (something I am working on), but want to hire someone to resource the new hires and at the same time set up and manage an HR function.
I think it's a pretty tough mix of skills but agreed to do some preliminary research (monster, Job site etc), initial thoughts are to find a decent recruiter who fancies training in HR, with the offer of funding CIPD. I know a few recruiters lurk on here and would appreciate any input, it's outside my comfort zone somewhat.
I think it's a pretty tough mix of skills but agreed to do some preliminary research (monster, Job site etc), initial thoughts are to find a decent recruiter who fancies training in HR, with the offer of funding CIPD. I know a few recruiters lurk on here and would appreciate any input, it's outside my comfort zone somewhat.
Hi
it never works, a small firm like that needs specialists, a HR person who claims to be able to recruit, can't, and a recruiter who claims to be able to set up proper HR functionality (which if not done right can get you into a shedload of trouble, and cost) can't.
Here is what i would suggest to the board if i were in your position:
1. Get a one day a week freelance HR expert to help you get that side set up and help assist with any ongoing staff issues up to the point you need a HR person.
2. Hire a contract recruiter, lots out there and depending on your industry I may be able to throw you same names.
Recruitment and proper HR are 2 very different disciplines as I think you know, getting this wrong now will cost in the long run.
As an aside taking an average salary of 30k and average agency fee for perm of 20% you're looking at 6k per hire, so 180k, so a 70k recruiter spend and a 2.5k a month retainer for a HR expert and you're good to go. Obviously the RoI increases if the average salaries are rising.
Other option is to go with one of the mid sized RPO firms which will cost a lot less than a traditional agency and embed a recruiter, I know someone potentially that could handle that.
PM me if you want a chat.
it never works, a small firm like that needs specialists, a HR person who claims to be able to recruit, can't, and a recruiter who claims to be able to set up proper HR functionality (which if not done right can get you into a shedload of trouble, and cost) can't.
Here is what i would suggest to the board if i were in your position:
1. Get a one day a week freelance HR expert to help you get that side set up and help assist with any ongoing staff issues up to the point you need a HR person.
2. Hire a contract recruiter, lots out there and depending on your industry I may be able to throw you same names.
Recruitment and proper HR are 2 very different disciplines as I think you know, getting this wrong now will cost in the long run.
As an aside taking an average salary of 30k and average agency fee for perm of 20% you're looking at 6k per hire, so 180k, so a 70k recruiter spend and a 2.5k a month retainer for a HR expert and you're good to go. Obviously the RoI increases if the average salaries are rising.
Other option is to go with one of the mid sized RPO firms which will cost a lot less than a traditional agency and embed a recruiter, I know someone potentially that could handle that.
PM me if you want a chat.
dibblecorse said:
Hi
it never works, a small firm like that needs specialists, a HR person who claims to be able to recruit, can't, and a recruiter who claims to be able to set up proper HR functionality (which if not done right can get you into a shedload of trouble, and cost) can't.
Here is what i would suggest to the board if i were in your position:
1. Get a one day a week freelance HR expert to help you get that side set up and help assist with any ongoing staff issues up to the point you need a HR person.
2. Hire a contract recruiter, lots out there and depending on your industry I may be able to throw you same names.
Recruitment and proper HR are 2 very different disciplines as I think you know, getting this wrong now will cost in the long run.
As an aside taking an average salary of 30k and average agency fee for perm of 20% you're looking at 6k per hire, so 180k, so a 70k recruiter spend and a 2.5k a month retainer for a HR expert and you're good to go. Obviously the RoI increases if the average salaries are rising.
Other option is to go with one of the mid sized RPO firms which will cost a lot less than a traditional agency and embed a recruiter, I know someone potentially that could handle that.
PM me if you want a chat.
Thanks, my advice is to forget combining the role unless there's a recruiter out there who wants to go client side and has aspirations to be an HR manager one day, they could put them through training. I will pm you if there's some mileage in it.it never works, a small firm like that needs specialists, a HR person who claims to be able to recruit, can't, and a recruiter who claims to be able to set up proper HR functionality (which if not done right can get you into a shedload of trouble, and cost) can't.
Here is what i would suggest to the board if i were in your position:
1. Get a one day a week freelance HR expert to help you get that side set up and help assist with any ongoing staff issues up to the point you need a HR person.
2. Hire a contract recruiter, lots out there and depending on your industry I may be able to throw you same names.
Recruitment and proper HR are 2 very different disciplines as I think you know, getting this wrong now will cost in the long run.
As an aside taking an average salary of 30k and average agency fee for perm of 20% you're looking at 6k per hire, so 180k, so a 70k recruiter spend and a 2.5k a month retainer for a HR expert and you're good to go. Obviously the RoI increases if the average salaries are rising.
Other option is to go with one of the mid sized RPO firms which will cost a lot less than a traditional agency and embed a recruiter, I know someone potentially that could handle that.
PM me if you want a chat.
Blue62 said:
Thanks, my advice is to forget combining the role unless there's a recruiter out there who wants to go client side and has aspirations to be an HR manager one day, they could put them through training. I will pm you if there's some mileage in it.
Most recruiters agency side have no idea what it takes to succeed client side, I have in excess of 10 years on both sides of the house, also very very rarely do recruiters want to go to HR, they are at heart sales people, not process / compliance managers.Let me know how you get on and like I say, happy to talk it through if it helps you formulate something.
I don't think it works. We are a company with 80 employees and thought we could save money by recruiting an ex generic recruitment consultant to source future employees.
I work in finance and needed to recruit a team. She found me 150 CVs and none of them matched the jobs I was recruiting for. I had to sift through the 150 CVs myself too.
In the end I got fed up and with director approval I reached out to an agency. I got 6 CVs per position and managed to get some nice decent people to work with.
The in house recruiter got furloughed and made redundant in the end.
I work in finance and needed to recruit a team. She found me 150 CVs and none of them matched the jobs I was recruiting for. I had to sift through the 150 CVs myself too.
In the end I got fed up and with director approval I reached out to an agency. I got 6 CVs per position and managed to get some nice decent people to work with.
The in house recruiter got furloughed and made redundant in the end.
_Mja_ said:
I don't think it works. We are a company with 80 employees and thought we could save money by recruiting an ex generic recruitment consultant to source future employees.
I work in finance and needed to recruit a team. She found me 150 CVs and none of them matched the jobs I was recruiting for. I had to sift through the 150 CVs myself too.
In the end I got fed up and with director approval I reached out to an agency. I got 6 CVs per position and managed to get some nice decent people to work with.
The in house recruiter got furloughed and made redundant in the end.
You* didn't hire a recruiter, you* hired a sourcer, and if you* did hire a recruiter then you did a pi** poor job of managing them to be in that position.I work in finance and needed to recruit a team. She found me 150 CVs and none of them matched the jobs I was recruiting for. I had to sift through the 150 CVs myself too.
In the end I got fed up and with director approval I reached out to an agency. I got 6 CVs per position and managed to get some nice decent people to work with.
The in house recruiter got furloughed and made redundant in the end.
- you as in the business, not you personally by the way
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