This department usually has five significant roles: hiring the right people for the organization, helping with various operational needs for the different departments, and ensuring quality hires based on their skill levels.

1. Recruiters/ talent acquisition specialists

They are usually referred to as talent acquisition specialists, depending on the industry they are working in. 

The task of the recruiters or the talent acquisition specialist is to bring the right talent into the organization. This is the outcome that they try to deliver

They are usually measured on the 

• Keeping the volume and supply of talent ready for growth,
  • Seasoned professionals 
  • Experienced professionals with relevant expertise
  • Young and budding talent from recruiting institutions like colleges, universities and schools.
• Nurturing a talent pipeline based on the skill gaps in demand for the organization
• Speed to Hire
  • Ability to make an offer quickly by ensuring reduced interview cycles
  • Understanding what drives the resource and reducing the acceptance cycle
  • Increasing “show rates”

Recruiters are compensated based on their speed in bringing in the right talent at the right time for the right role in the right department at the right price.

2. Talent acquisition managers, Hiring managers, or HR managers

They are in charge of providing the recruiters with all the support required to ensure their success.

To help the recruiting teams have the best information to support the operational teams and hiring managers internally and ensure a consistent supply of good talent for all the roles within the organization. 

They are measured based on 

• Quality
  • quality of candidates presented to the hiring team, 
  • number of interviews avoided through better screening methods, 
  • % of culture, alignment, skills fit candidates which are not just quality job skills, but organizational fit and soft skills fit, 
  • ability to mitigate retention risks.
• Quantity
  • number of offers made, 
  • number of quality interviews, 
  • number of accepted offers, 
• Time
  • time to screen candidates and present,
  • time to hire,

3. Candidates

These are usually applicants for various jobs from the market. This is the supply of talent.  Supply for entry-level employment in colleges, universities, schools, educational institutions, marketplace. The supply of experienced jobs is from the market. 

Maintaining and providing a great user experience for this group of users helps build a brand, keeping them updated and providing transparency in your hiring practices. Help build the brand and ensure quality talent is always available in your pipeline.

4. Diversity Champion/ Chief Diversity Officer/ Chief Equality Officer/ EEO,

As several organizations have noticed, hiring the right people who reflect our diverse world helps represent the organization’s culture. It provides relatability to your customers, making them buy your products or services. 

These roles in large organizations are responsible for ensuring growth and building the people/talent in alignment with the industry and the demographics in particular.

5. Chief, People Officer/ Chief HR Officer/ CHRO/ Head of HR/ Chief Talent Officer/ Chief Operating Officer/ Chief Culture Officer – 

This role is responsible for making sure the people that make up the company are reflective of the kind of culture that you have defined for the organization, the ability and the efficiency of quality talent that can make the organization grow, reflect the talent and the skills that are required to succeed within the organization and for your customers, the ability and growth necessary for the talent to thrive in the organization. 

They are measured based on the 

• attrition within the organization, 
• Identify risk and talent gaps and 
• ensuring the pipeline of talent that fits your organization is always available for quick hiring to keep up with the organization’s growth strategy.