Units

In TalentHunting, Units represent subdivisions within an organization, such as departments, regions, or business lines. Units are designed to align recruitment activities with the specific needs of each part of the organization, ensuring hiring efforts are targeted, relevant, and efficient.

By structuring recruitment operations into units, large organizations can decentralize hiring while still maintaining consistency and oversight across the entire company.

Role

• Act as the link between departmental needs and the recruitment process.

• Focus recruitment activities on filling roles specific to the business area they represent.

• Serve as an organizational layer that enables scalable recruitment operations across multiple departments or regions.

Responsibilities

• Department-Specific Hiring: Manage job openings and opportunities tied to their area of the organization.

• Alignment with Business Goals: Collaborate with team leads or managers to ensure recruitment meets department priorities.

• Pipeline Oversight: Track candidates progressing through roles within the unit.

• Coordination with Teams: Work closely with recruitment teams assigned to their department.

• Reporting by Unit: Provide insights and performance metrics at the unit level.

Access Level

• Focused Access: Users in a unit can view and manage job openings and candidates relevant only to their department or region.

• Restricted Visibility: No access to jobs, opportunities, or data outside of their team.

• Shared Collaboration: Within their scope, unit users can interact with opportunities, activities, and candidates tied to their department.

Benefits of Units

• Scalability: Supports hiring across multiple departments or regions without losing structure.

• Relevance: Users only see data that applies to their department, reducing clutter and confusion.

• Collaboration with Teams: Enables coordination between unit managers and recruitment teams for smoother hiring.

• Accountability: Clear ownership of recruitment activities at the department or regional level.

• Strategic Alignment: Ensures recruitment contributes directly to the goals of each business area.

Key Features

• Role-Based Access Control: Assign permissions to ensure users only see and manage the data relevant to their role.

• Collaboration: Teams can work together on opportunities, share notes, and streamline candidate evaluations.

• Scalability: Easily add or remove users, teams, or units as your organization evolves.

• Transparency: Clear visibility of who is responsible for which part of the hiring process.

• Security: Controlled access prevents unauthorized actions or exposure of sensitive candidate data.

Benefits

• Efficiency: Tasks are divided logically between backoffice, teams, and units, reducing overlap and confusion.

• Accountability: Each user’s actions can be tracked, ensuring accountability in the recruitment process.

• Collaboration: Teams and units enable recruiters to work together more effectively.

• Flexibility: The structure adapts to organizations of any size, from small HR teams to global enterprises.