The number of hires per year is not a reliable indicator of whether HR is needed. Recruitment is only one part of the process; other factors include salary, onboarding arrangements, employee communication, and who is responsible for providing supervisor support.
First, take stock of the work that is already being done.
List the responsible parties and the time spent on each of the following tasks: recruitment, document management, attendance and payroll, and employee issues. If all of these fall on the same administrator, the workload may be greater than the number of recruits is indicated.
Which jobs are suitable for tool assistance?
Tools can be used to reduce repetitive tasks in organizing resumes, tracking initial interviews, and compiling reports. However, determining working conditions, coordinating employee issues, and making personnel decisions still require a designated contact person.
Which signals warrant a reassignment of responsibilities?
Frequent delays in receiving responses from supervisors, repeated omissions in onboarding documents, or constant interruptions to administrative tasks due to temporary personnel matters can all serve as grounds for reviewing the division of responsibilities. Assess internal responsibilities, external support, or process adjustments based on needs, rather than limiting options to hiring or not hiring.
The next step could be to refer to the administrative and human resources department's approach: one hour of recruitment and organization per week .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Can buying recruitment tools replace human resources?
Tools can assist with some recruitment processes. HR responsibilities also include other employee and organizational work; whether dedicated personnel are needed should be determined based on the overall workload and responsibilities.
Does this process suggestion absolutely require the use of tools?
You can first organize your own processes and records based on the article; then evaluate the tool when batch resume analysis or asynchronous initial interviews are needed. Examples and schedules need to be adjusted according to the company's actual needs.