6 Tips to build a scalable Recruitment Team

Your recruitment team is responsible for strengthening your business by securing top-class talent. We’ve put together 6 tips for creating a scalable and successful team to do just that.

Any growing business will reach a point where having one person responsible for all recruitment simply no longer cuts the mustard, and that’s where a recruitment team comes into play.

But where do you start when it comes to creating a scalable team that produces results time after time? Because we can tell you, it’s not as simple as just adding team members and keeping your fingers crossed they’ll perform.

A good recruitment team will attract and sign-up top talent, which, ultimately, leads to a strengthened and more successful company, so it’s important to get it right. To help, we’ve put together six tips on how to build a scalable recruitment team. Let’s get stuck in.

Identify roles

Before you do anything you need to take a step back and look at your organisation as a whole. Look at a) how many HR staff you currently have, and b) what they’re responsible for.

If your current company size doesn’t warrant a second HR generalist you could start off your recruitment journey by hiring a HR assistant to take over the day-to-day stuff, freeing up your experienced HR employees to focus more of their attention on the recruitment side of things. 

There’s no exact science to how many HR staff you should have per employee. Traditionally it was one HR for every 100 staff, but more recent research has found this ratio drops the larger an organisation grows. 

Create a unified team

Whether you’re at the very beginning of building your recruitment team or you’ve already got several people focused on recruitment but they’re just not performing, the key to success is uniformity and consistency. 

Anyone and everyone that’s part of a hiring team needs access to the same information in order to create a streamlined and efficient approach to hiring. This includes:

  • Current jobs
  • Prospective candidates
  • The recruitment marketing campaign
  • The hiring budget

Once you’ve got a system in place that brings everyone’s on the same page, when it comes to hiring additional recruiters, they’ll be able to hit the ground running and slot right in. 

Train your team

With so many different approaches available to recruiters, it’s important to train your team to carry out their job the way you want them to, if not you might not yield the results you’re after.

Areas for training include:

  1. Software training
  2. Company aims and culture
  3. How to source candidates using novel approaches
  4. How to build relationships beyond their current network

And remember to identify the strengths and weaknesses or your hiring team members. While training your team mitigates for poor quality recruiters, it doesn’t mean you want to create a team of recruiting clones. 

For example, while some members might have a strong network in the tech arena and specialise in hiring using social media, another might favour in-person networking and have expertise in hiring for management roles. Embrace the diversity and harness it to your advantage.

Create a replicable hiring process

Once you’ve built a unified and well-trained team of recruiters, the next step is to ensure they’re all singing from the same hymn sheet when it comes to hiring and decision making.

Make sure the criteria for evaluation for each position is clear and agreed upon upfront. This way, whatever your selection method – be it interviews, assessment days or otherwise – recruiters have clear criteria on which to make a hiring decision and can move quickly to offer the job. This should also help secure top talent and improve hiring times.

On top of this, by ensuring this process is agreed on, well documented and adhered to, you can continue to build your team smoothly as new members will know what’s expected of them from the get-go. 

Evaluate performance

Not just evaluating each individual team member but of the hiring process as a whole. Look at:

  1. The average time it takes to fill a position
  2. The cost per hire for each position
  3. Whether new hires are performing well (i.e. a good company fit)
  4. Are more candidates coming in from certain networks? (i.e. LinkedIn)

The aim of evaluating is to identify where things are going well and why, and which areas aren’t running smoothly and the reason behind it. 

With continual analysis, you’ll soon discover not only areas for improvement but which key places of your hiring process are serving your recruitment team well, and the information you uncover can be fed straight back into your hiring process.

Keep morale high

Happy and engaged teams are more productive, so not only does your recruitment team need to know how and why they’re doing something, but they need to feel appreciated while they’re doing it.

In the same way a sales team might get rewarded for meeting targets, you could offer your recruitment team performance-related incentives such as:

  • Awaydays
  • Team lunches
  • Free products

Also proven to be part and parcel of job satisfaction is autonomy at work, so keep your recruitment team engaged by encouraging and embracing innovation. Yes, you want them to stick to the core criteria and processes, but that doesn’t mean you want a team of carbon-copy recruiters. 

By allowing for autonomy you’ll create a team that feels valued and trusted to do their job and you might even uncover some really groundbreaking activities for your recruitment process while you’re at it. 

Tip: when hiring for new members of your recruitment team, attract the best candidates by advertising some of your team and company’s top perks.