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
Source: 2019 Recruiting Benchmarks Survey Report, National Association of Colleges and Employers