The Staffing Lifecycle (SLC), this is basically the complete process from start to finish in staffing a position. So let’s look at it (very simplified, and in some cases you may have extra steps)(where there is an A and B means variables that may happen):
1. Your HR team (sometimes), say your development manager (or any HM), and you have gotten together and have determined there is a need for a new hire.
2. You all determine the level, salary, group, relo, visa, diversity, internal, Hiring Manager (HM), responsibilities, etc. You and the HM, write a Job Description (JD).
3. You and your HM discuss sourcing strategies, you make a Standard Level agreement (SLA), and introduce him to whatever process, method, or model your company uses for staffing.
4. You post the job, and begin sourcing. You may even source with your HM.
5. A: you screen sourced candidates. B: you share sourced candidates with HM for review and to decide who should be screened. (here you might get legal, relo etc. involved)
6. Those that pass the screen go to the HM for review.
7. A: Those that the HM likes are submitted for face-to-face interviews. B: Those the HM likes get tech screens set up. (here you might get legal, relo etc. involved)
8. Those that pass tech screen are submitted for face-to-face interviews.
9. Face-to-face interviews happen and hire or no hire decision is made, and offer/s created.
10. A: Candidates not to be hired are closed out and told thank you. B: (sometimes references are checked here) candidates selected for offers, are notified and offers are made. (Here you might get legal, relo etc. involved)
11. A: offer accepted, are noted in ATS, other groups needed to completed hire are notified, such as legal for visas, relo for relocation, etc. If not already done references are checked here and any background checks are initiated) and HM notified. B: offer declined, and annotated in ATS.
Of course, a lot of this is happening at the same time, as we are always sourcing until the positions are filled, in case the interviews do not go well.
Well there it is a very simplified version of the SLC.
So this is part 2 of the series, or in reality it is the 3rd installation but we are talking about the 2nd model. Here we are going to focus on the difunction model also called amr/cgr and finder/filler. (for acronyms see first post in this series)
In the difunction model 2 staffing professionals split the SLC in 2. One does the account/client management function and the other the sourcing and screening function(see blog on job duties of both functions).
The advantages of this model are:
For those transitioning out of the military into the civilian world, it may be very stressful and downright scary. How do you take all you learned and accomplished, done and transfer it to a civilian occupation. It is tough and very daunting, but it can be done. I am ex military and I did it. Below outlines some of the things you will need to get and do, and some resources available to help.
First use your ACAP (Army Career Alumni Program) or transition serves office on your installation. They will have a lot of great resources.
Next, gather all your training certificates, your reviews, your 2–1, make sure you get an AARTS transcript (http://aarts.army.mil/Order.htm). Also, ensure you have all the various manuals that describe your MOS. Also, make sure you have access to a computer and can access the DOL website. There will be a list of occupations and what each does. Also below are some other useful resources:
Naturally there are more, you may use this simple search string to find them: “Transition And Military And Civilian” or “transitioning from military to civilian.” Put either into your web search and you will see a lot.
Once you have all that, you can start to figure out what it is you are trained to do in the civilian world, and write a resume that is geared to that vocation. For resume writing, go to this link http://www.recruitingblogs.com/profiles/blogs/your-resume-the-key-to-new it will explain how to write a resume that will get the job done. You may also get resumes writing tips from some of the links listed above under resources. Also, go to the link below for tips on job-hunting http://www.recruitingblogs.com/profiles/blogs/the-job-of-finding-a-job.
The biggest thing is figuring out what you can and want to do, and then go for it. For instance if you were a 75B, you probably qualify for some jobs within HR. Do not forget to use your educational benefits, to gain new or more training or education to enhance yourself.
In addition there is a link on this site to a whole bunch of extra info/ for Vets
Above all, remember you are not in this alone. There are groups and organizations out there that can help, VFW, for example. In fact if you have any questions or need any help contact me at firstname.lastname@example.org and I will be happy to help you.
So this is part 1 of the series. Here we are going to focus on the monofunction model also called full lifecycle, and A-Z.
The monofunction model is very simple. 1 staffing professional does it all A-Z; they help with the job description, they source candidates, they screen candidates, they walk them through the interview and hire process and work directly with the client team.
The advantages of this model are:
Hiring Managers please get a Clue!!
Well I have said it enough in numerous posts. Hiring Managers (HM) usually have no real clue what they want. So what does that mean for Staffing Professionals (SP), Recruiters, etc... It means we have to take off our Hunter hat, and put on our consulting and training hats. It means we need to meet with the HM, listen to what they are saying, what they are not saying (LookLisology), and read between the lines to help them to figure out what they really need. This might include doing allot of research with and for the HM, looking at other companies job descriptions (JD), looking at titles, resumes, and more. It means we need to educate them as to how Staffing really works. It means we need to sit with them and write a real JD. Basically it means we need to completely educate them, and to help them figure out what they really want and need. Think of your HM and his opening, like a person with a blank check that must be used, and no clue what to spend it on. It is our jobs to help them figure it out, and make sure they get the most bang for their buck. Trust me this process will become easier and easier the more you work with a particular HM.
The Ever expanding staffing function!!!
So this is going to be the start of a 5 part series in the expansion of the staffing function. What I mean by expanding is not that we as staffing professional are expanding what we do, although that will be a subject of future posts. But rather that the SLC((Staffing Lifecycle)see past blog postings) is being broken apart into separate functions or specialties.
Just as HR, which once encompassed everything, and is now broken apart into functions and specialties such as; benefits, staffing, compensation, training, etc. So too is staffing being broken down into functions.
The staffing function, based on the SLC, is currently taking on one of 3 main forms, not to say there may not be other versions of this, but these are the main ones.
1.-monofunction also called full lifecycle, and A-Z.
2. difunction also called finder/filler, and amr(account manager recruiter)/cgr(candidate generation recruiter).
3. trifunction also called sourcer(Also can use titles of researcher)/caller(also can be called screener or interviewer)/account manager(also can be called)client manager.
Over the next 4 postings we are going to look at each of these 3 models, pros, cons, and the matrix’s that should be used for each model and role. In the last post we will go into things to keep in mind when choosing and implementing a particular model.
o one thing I have read allot about, and seen the terms used allot are the terms/title; Staffing Professional, Recruiter, Sourcer, etc.. But there have not been any real definition to them. So after doing allot of research here is a simplistic version of what I have come up with. Please remember these are generalization, I am sure there are one offs, and places were the lines blur allot.
Staffing Professional (SP) = A professional who has mastered all parts of staffing, who can source, screen, account manager, job description(JD) writer, interviewer, functional analyst, PM, negotiate, report generator, consulting with Hiring managers, be a closer, internal hiring, career development/counseling, resume writing, trainer, HRIS/ATS and more (simplistic, as each part has multiple sub parts with multiple tools and methods used)) all this make up or are needed to fully understand the Staffing Lifecycle (SLC). These people are normally associated with corporate staffing. Of course while they have mastered all parts of staffing that does not mean they perform all parts, all the time. They might have help with some. But in the end they have mastered it all.
Recruiter = they have mastered most parts of the SLC, but this title is mostly associated with agency or consulting company positions. They have mastered all parts of the recruiting, from a different perspective than a Staffing Professional, as the people they hire are usually put on assignment in another company or at least working at another company. So the way a JD might written is different, the closing is different, as for account management- in this case it could range from none to candidate account management to client account management, etc... Usually there is no consulting with the hiring mangers here as you are there to get in, fill the opening and on to the next. The consulting or long term relationship is usually built by the account manager. Note I said usually as there are full service recruiters, or full desk as they are known. These recruiters do it all, but again from a consulting or contract perspective. Not saying one is better than the other just different. Also, of course, just because they have mastered it all, does not mean they do it all, or do not have help.
As you can see Recruiter and Staffing Professional are very close to the same thing. Just a matter of what industry you are in.
Sourcer = This is someone whose job it is to find potential candidates. This function can be just finding to finding and screening of candidates. They very rarely write JDs, rarely have any account management responsibilities. They are purely sourcers, or researchers as some call them. This title is universal across corporate, consulting and contracting. All industries use this title and it is arguably the most important and the toughest to find top notch sourcers. Of course most Staffing Professionals usually are top notch sourcers as well.
Screener= This is someone whose sole function is just to screen candidates. Usually they are either doing simple HR screens, or reading from a script.
JD writer = as the name implies they write JDs. believe it or not there is even a certification for it. This actually falls under the tech writing vertical, but is a part of Staffing and Recruiting.
Talent Engagement = these are very similar to the Staffing Professional, and usually use in the corporate world. In the case of Talent Engagement, they will usually also be involved with internal hiring, but not the same as a staffing professional. They go into more depth, in that they not only look at the here and now , but the future. Looking at internal talent to see where and when they might be ready for the next assignment. Now there are other names for this role, but let's stick with this one, as there are way too many to go through.
Employment Specialist = These tend to be more about finding jobs for people then finding people for jobs. Think of it as reverse recruiting. This happens allot in the military, colleges, etc...
Account manager = these tend to be the people who have direct contact with the client or hiring manager. In the case of contract companies they can also manager the onsite temps.
Now let's look at some of the functions not already described in the titles above:
PM = a good SP will treat each opening like a project, and as such will be able to effectively manage their time, resources, and complete the Staffing Life Cycle (SLC) with great success.
Report Generator = well any good SP knows keeping, an generating reports is what allows them to show there worth, and what they are doing.
Functional Analyst (FA)= simply a good SP is an FA, meaning they know how to get the requirements and information they need to be successful.
Negotiator and Closer = A Good SP knows how to negotiate with both clients and candidates. Of course you have to be a closer in order to be a negotiator
JD writer = any SP worth their salt knows how to write a good, effective, and well marketable JD.
Interviewer = again you cannot be a good SP without knowing how to interview, both your candidates and your HMs.
Screener = Different from interviewing screening is what a good SP does of any resume to determine if the candidate is a possible match prior to interviewing. This can also include simple HR screens and screening that is done over the phone or email
Consultant = This is one of the biggest functions of an SP and one of the biggest differences between a SP and a recruiter. An SP is a consultant to their hiring manger, teaching them, helping them to navigate the murky waters of the hiring process.
Other words used in some titles: personnel, and career.
Well there you have it, a simplistic version of who is who and what it what, again this is not all inclusive. Does not mean there are not some line blurring or overlap, missing titles, or one offs, this is just a generalization based on the research I have done.
Research Comes First – Research is the key to success for any great sourcer. Research to learn what you are looking for, what it might be called or known as, and were it might be found. Research is the beginning step for all great sourcers. Every great sourcer should have an organized library of resources. Whether this comes in the form of organized bookmarks and favorites or a notebook, it is imperative to track your research. Sourcers also understand the necessity of tracking their research and search strings using research forms. My research form includes synonyms to key words, a list of competitors and their url’s, as well as association sites and universities that offer the particular discipline among other things. I have a research folder in my favorites that include sub folders for associations, company profile information, company financial profile information, industry resource folders broken down by discipline as well as news resources and a variety of other links
Helping people connect with their Destiny”