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  • One-Third of URR Functions Are Under HR in a Hybrid System

    December 09, 2019 | By NACE Staff

    Organizational Structure
    Three university relations and recruiting professionals discuss their hybrid system.

    TAGS: operations, trends and predictions, surveys, benchmarks, spotlight

    Spotlight for Recruiting Professionals

    By department and operational structure, one-third of employer URR departments operate as a component of human resources in a hybrid system, according to NACE’s 2019 Recruiting Benchmarks Survey Report.

    These are identical to results from the 2018 Recruiting Benchmarks Survey.

    This year, nearly two-thirds of employers overall identified their URR function as a component of their human resources department, while only 34.5 percent have a stand-alone recruiting department. (See Figure 1.)

    Meanwhile, employers were asked to identify their operational structure as:

    • Centralized—Recruiting is executed by a single entity, such as by university relations or human resources staff members.
    • Decentralized—Recruiting is executed by representatives from operational divisions within a company.
    • Hybrid—Acquisition efforts are coordinated between a dedicated university relations staff and representatives from operational divisions.

    More than half of respondents (54.8 percent) indicated that they use a hybrid operational structure.

    Data collection for 2019 Recruiting Benchmarks Survey Report took place from June 24, 2019, to September 16, 2019; 232 employers participated. The 2019 Recruiting Benchmarks Survey Report is available free to members through MyNACE. An executive summary of the report is available through the NACE Store.

    Figure 1: Department type and operational structure

      Centralized Decentralized Hybrid Overall
    Stand alone 13.4% 1.3% 19.8% 34.5%
    HR component 24.8% 5.7% 35.0% 65.5%
    Overall 38.2% 7.0% 54.8% 100.0%
    Source: 2019 Recruiting Benchmarks Survey Report, National Association of Colleges and Employers