Corporate Recruiter: Advice on moving up from Internal Recruiter towards Resource Management/ Talent Management
First post in here but curious some insight from others.
I works as the sole internal recruiter with a mid sized region General Contractor, currently I run about 20 postings at one time with a varying degree of priority to each. At this time my company is not interest in adding another recruiter which would lead to easier growth opportunities for myself (managing more junior recruiters). The current path I created with my leadership is resource and recruitment management. I work within our project staffing tools to help managers elect and determine team bandwidth which leads into new role procurement. I then fill those roles myself.
I wanted to see if anyone else has taken a similar career growth path in their organization and what sort of advice you would give to either expedite growth, or what are some areas that you would suggest staying away from as I expand my responsibilities? The problem I am having currently is bandwidth, last year I was responsible for 80 plus hires and towards the end of the year became much more involved in the creation of the companies approval process and resource management processes. This year has been much more resource planning but still on track to hire about 60 individuals along with being responsible for our overall recruitment process. To clarify we are using external firms for about 10% of hires.
Ultimately how I envision it working is eventually being a talent lead once the company grows enough to validate having a recruitment team and I would help seek approval or forecast future recruitment needs while tackling some of the roles myself and delegating the others out to other team members. Has anyone gone through a similar growth trajectory and seen it work in that direction or am I not trending in that direction with my current role?
Thanks