Focus group outputs from 05/04/12 with members of The FIRM

1. Building an Inhouse Talent
Acquisition Team
Focus Group Outputs
4th April 2012

2. Recruitment Team Structure
How do different organisations structure their operational
resourcing teams?
• Typical structures included:
• Talent Acquisition Manager/ Recruiter/ Partner/Adviser
• Resourcer/ junior recruiter
• Support (centralised/ decentralised)
• Also increasingly one or two in-house exec search teams

3. Recruitment Team Structure
What do you pay your resourcing teams?
RPO Senior recruiter
£40,000 - 50,000 + 20% bonus
Talent Acquisition Manager/ Senior recruiter
£39,000 - 50,000
Resourcer/ Junior Recruiter
£24,000 - 28,000
Resourcing Support/ Co-ordinator
£24,000 - 25,000
Resourcing Admin
£24,000 - 25,000
Inhouse Exec Search
£60,000 +

4. Recruitment Volumes
How many vacancies do your teams handle at any one time?
15 roles
15-20 roles
(external only)
6-8 Exec search
15-20 roles
20-30 roles
15-30 roles (including internal) 15 roles
(external only) (60% internal)
15 roles
(external only) 40 roles
80 with one high volume recruiter!

5. Metrics and reporting
Typical targets amongst the group
Time to Hire
•65 days – including 10 internal
advertising days
•45 calendar days/ average 30
•49 calendar days
•30/40/50 day targets dependant on
level of role
•90 calendar days
•Target start date – percentage hit rate

6. Metrics and reporting
Typical targets amongst the group
Cost per Hire
Measured predominantly in two ways:
• Fully loaded (Attraction/ selection/ SWB/ IT &
telephony)
• Attraction and selection only
Cost Per hire varied from £1100 to £8000
Industry requirement for one consistent Cost per Hire standard in
order to run external benchmarks!

7. Metrics and reporting
What do the group use to measure quality
of Hire?
• Customer satisfaction metrics
• HRBP satisfaction metrics
• ‘Empty Chair’/ How long is the gap metrics
• New recruit performance metrics
• Probation statistics

8. Key Challenges
• ATS systems!
• Lack of relevant search functionality
• Lack of CRM functionality
• Poor candidate experience
• Line Manager engagement
• Measurement
• How to charge back the total resourcing cost
• Balancing business of today requirements vs implementing
transformational activities to support business of tomorrow
• Cross border recruitment

9. Many thanks to all the focus group
attendees for their inputs and
insights