Another Approach to Recruitment Resource Planning!

For those that follow us, you know we are not fans of the “Requisitions per Recruiter” formula used for recruitment resource planning.

Our reasons include:

1. It doesn’t take into consideration hiring demand/workforce planning (IE – what types of people do you need? How many? When? ).
2. It doesn’t factor in the amount of time to source/find candidates to fill difficult/critical/visible positions.
3. It doesn’t factor in staffing supply chain efficiency (IE – how many applicants must be dispostioned? how many candidates must be routed to the hiring manager to fill a position)?

Our more advanced resource planning methodology is aligned with Materials Release Planning (MRP) methodology that has been used in JIT production manufacturing environments for years.

We wrote an article on this subject that you might want to check out.

Ultimately, we believe that you should use this methodology for recruitment resource planning BUT . . . .you must have accurate process efficiency metrics for it to be a useful tool.

If you have those metrics, we can assist in your planning efforts. Contact us.

If you are working towards developing the systems, ATS status codes and reporting required to use this methodology. . . another simple solution is utilizing your Annual Recruiter Productivity Metric.

This is a simple calculation:

 # of positions filled (internal & external) / # of recruiter FTE

In our Healthcare Recruitment Metrics Benchmark Study, the Mean productivity per recruiter was: 243 positions filled per recruiter (over 100 healthcare systems are participating)!

So if you know historically that a recruiter can fill 243 positions a year. And FY2012 hiring demand is 2543 positions filled. You would need 10.46 FTE recruiters to meet hiring demand.

Now I know this is a fairly simplistic model that doesn’t take many things into consideration (including those outlined above) BUT . . . if you do not have the metrics required to migrate to staffing supply chain model, I would encourage you to consider this method OVER “req’s per recruiter” (which I still don’t understand how it works).

Have a great week