How a corporate resourcing team is structured

I'm not sure if Sky are typical (please leave comments to let me know) but I'm pretty sure that they have a larger internal recruitment team than many corporates.

When I was having my regular chat with Emma at Sky she gave me a quick overview of how their Talent Resourcing Team is structured.  Across two sites they have about 30 people; these are split between London and Dunfermline in Scotland.  Heading up the team is the Head of Resourcing and beneath her are three Talent Resourcing Mangers (each aligned to a business area) and Emma (Talent Attraction Manager). In Scotland the Talent Resourcing Manager is responsible for Customer Operations (mostly volume recruitment across contact centres, etc) and in London there is a Talent Resourcing Manager for Technology and one for Broadcast.  Beneath them are Talent Resourcing Account Managers (all aligned to business areas) and then resourcers (one supporting two or three account managers).

The challenges for the recruiters are different within the different areas. For example within Technology there is a lot of database trawling and search assignments but within Broadcast (where the profile is high and the roles are very desirable – lots of people aspiring to be presenters!) advert response is very high.  So the issue is more around quantity over quality here. 

In terms of progression the opportunities are good - not just within the talent function and HR but into other areas of the business.  Unsurprisingly when recruiting into the Talent department,  all the assignments are done internally; via personal networks or job boards (Emma mentioned ChangeBoard and UKRecruiterJobs!).

Hope that's a useful bit of background for you recruiters out there unsure of how a corporate resourcing team is structured.

Comments

[Chris Raw]

The set up at Sky is similar to our own. We have Attraction Consultants that look after a particular business area and they have their own teams of Resourcers that help them with their business area. They sit side by side so they are constantly learning from the consultant. Alongside this, I work with the ACs as a Talent Acquisition Consultant to pro-actively look at the best talent around and to see if there is any position that would suit them directly. If not, I encourage them to become part of my linkedin network (abbeytalentnetwork) so I can build talent pipelines for our business areas such as Risk, Audit, Marketing, etc that might be typically hard to recruit for.