The Competency Framework
The 6 key job families that Insidejob identified are as follows:
Careers Centre Manager (also known as Head of Recruitment / Recruitment Manager)
Design and Lead the Organisation's recruitment strategy to attract and retain the highest quality talent in the market.
Service Delivery Manager (also known as Team Leader / Recruitment Manager)
Manage and lead the organisation's recruitment strategy and day to day operation of the Recruitment Centre.
Planned or Proactive Recruiter (also known as Talent Acquisition Manager)
The primary purpose of this position is to facilitate the proactive recruitment of high quality talent for key / high impact roles within the organisation.
Senior Recruitment Consultant
To provide high quality specialist recruitment services to the business for snr/ specialist skill based roles and to meet the agreed key performance indicators of the business. Also plays a mentoring and coaching role with more junior staff members.
Recruitment Consultant
The key purpose of this position is to provide high quality recruitment services to the Hiring Managers for generalist skill based roles and meet the agreed key performance indicators.
Recruitment Co-ordinator (also known as Recruitment Administrator)
The key purpose of this position is to provide administration support to the recruitment consultant and senior recruitment consultant.
Below is an example structure for a large internal recruitment function.
The methodology that Insidejob employed to develop the competency framework involved conducting both an online survey as well as one-on-one sessions with Careers Centre Managers & Service Delivery Managers.
The organisations who participated ranged across a variety of industries and organisational sizes both within Australia and New Zealand. Working in conjunction with a team of Corporate Psychologists, the results were analysed and aggregated. A rigorous methodology was adopted to ensure that a reliable and valid outcome was achieved.
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