Specialization of Roles in Staffing – Part 2 – Structures

There are many ways that you can structure a staffing agency. The goal is to manage your resources to profitably place qualified candidates with your clients. Your processes and employee structure impact how well you achieve that goal. Specialization of roles can help improve your agency’s performance. In this 3-part series, we’ll discuss the staffing process, staffing agency structures, and best practices.

Organizational Structures

Organizing a staffing agency can be tricky. The agency should focus on the macro steps outlined in part one of this series. Functions such as finance, HR, and marketing should support this main revenue-generating activity. An agency’s recruiting function can be structured in the following ways:

  • 360 Degree Recruitment
  • 180 Degree Recruitment
  • Recruiter and Sourcer
360 Degree Recruitment

The concept here is that the recruiter owns the whole process. They are responsible for hunting new clients. They must qualify job orders from clients and fulfill those orders. The recruiter is also responsible for the long-term success of the candidates they place and the clients they serve. In this structure, each recruiter acts as a self-contained operating unit. They live and either thrive or struggle based on their own energy and network. The recruiter does not have a lot of oversight or guidance from management.

180 Degree Recruitment

As the name suggests, in this setup the recruiter only deals with half of the above process. They source new candidates, qualify them for the job, and guide them through the interview process. “New Business Development” and “Job Order Intake” are no longer the recruiter’s responsibility. Dedicated salespeople focus on finding new accounts, nurturing relationships, and driving new business. Account managers deal with the client and manage the job order intake process.

Recruiter and Sourcer

This structure further separates tasks and responsibilities in the agency. The recruiter becomes more specialized and the role divides into sourcer and recruiter. The sourcer is in charge of creating a long list of candidates that meet the client’s requirements. They must also conduct the initial engagement with those candidates. They pass qualified, interested candidates to the recruiter who guides them through the rest of the process. This separation of tasks allows the recruiter to focus on selling the candidate on the opportunity and preparing them to succeed in the interview and the role.

In the next and final part of this series, we’ll share best practices and recommendations based on our first-hand knowledge and our client’s experiences. 

Why Squire?

Greater Speed & Capacity

Data housekeeping is time-consuming and boring as hell! Recruiters report spending up to an hour per day just updating candidate records on their ATS. That's an hour each day that they can spend sourcing, screening and delivering instead.

Clean, Accurate Data

Even the best-trained recruiter misses things on a call. That's human nature. Squire doesn't miss anything, ensuring the information in your ATS is as accurate and complete as possible.

Consistent Conversations

Recruiters have their own style. But in order to place a candidate, you need to know about their experience in detail. Squire allows managers to preset the required information from each call, so candidate submissions are consistent and thorough.

Ramp New Hires Faster

Squire proactively prompts recruiters to probe deeper and have better conversations. Give new hires an interactive checklist, so that on their first calls they can see in real time what they still need to ask and where to lead the conversation next.