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On average, what is your recruiter requisition load? It’s a question with wildly varying answers. In her recent LinkedIn post, Linda Brenner, co-founder and Managing Partner of Talent Growth Advisors, offers the newest answer to “How much wood could a woodchuck chuck if a woodchuck could chuck wood?”
We really like the Recruiter Workload Calculator, an excel spreadsheet approach to adjusting a ‘baseline’ requisition number by adding or subtracting Internal and External factors. Linda’s five Internal factors are Reputation, Competition, Economic Climate, Labor Market Conditions and Geography. Her 20 external factors include such things as Admin Support, Candidate Quality, Offer/Acceptance Ratio, Number of Hiring Managers, etc. etc.
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Chris and I are fans of the notion that most of the variance to solving for the optimum number of requisitions is due to a small number of factors. We feel it makes for a more reliable benchmark. The rest of the factors, a myriad of them, are really only important for internal comparisons.
Last year CareerXroads collected member data for recruiter requisition load that includes:
- Class (exempt vs non-exempt)
- Exempt Level (early career, professional, exec)
- Role Complexity / Market Difficulty (low, medium, high)
- Recruiter Experience (relatively recent or expert)
- Support (i.e. the degree to which all those cool new technologies and dedicated professionals in sourcing, marketing, operations, analytics, etc. provide assistance.)
We learned a lot from that data but one thing is certain ‘average’ is a poor way to measure recruiter requisition load when the standard deviation is so broad (large differences between companies). Adding or subtracting a RANGE from your bench number would be even more helpful.
