The network team structure and recruitment. Advantages and challenges for flat structure
Flat organisational structure is the direct result of a face paced business environment with severe competition and a high speed communication flow. This is the response of the corporate reengineering process from the 1990s. Flat structure deprived of multiple decision making and managerial levels is well integrated within contemporary network organisations, where the director and the team leads are seen as primus inter pares. Managers still manage teams, processes. They are just more accessible and there are no intermediaries between them and the employees. Given this fact, communication is easier and more efficient, timely.
The key concept here is coordination and efficient communication so that all processes from planning stage to decision making through the stage put into action, production and delivery are well managed with minimum mistakes, delays, and reversions.
How does a flat structure work within a consulting type of organisation?
Context - a case study on recruitment multinational project. The organisation is a network of recruitment specialists. Main actor for communication and process management with client companies is a recruitment agency that constantly attracts freelance recruiters. The agency is the main mediator between the client and the freelance recruiters.
Positive aspects:
- easy integration of new actors
- the recruiter has full access to agency information on projects
- the conditions are already negotiated for one can focus on pure recruitment activities (sourcing, interviewing, qualifying, and presenting clients)
- no participation in the hiring process as per documentation and procedures
Challenges:
- the recruiter has no direct contact with the client
- the agency qualifies additionally the candidates presented by freelance recruiters and this is a second filter
- feedback is delayed
- many recruiters compete for the same project (hidden internal competition)
- if a recruiter joins a long lasting recruitment project there is a great chance that the project can be cancelled
- the main agency does not provide tools for recruitment. Through separate activities, research and publication of job advertisements the recruiter can see that many other freelancers or even agencies work on the same project
- duplication of candidates. The system does not provide information that the candidate has been already presented to the client
Conclusion and guidance:
- Flat structure works well for small or medium sized companies
- A transparency in communication is key
- Connections between intermediary and sub contractors should be built on trust and mutual respect
- Contact with clients should be clear and simple. Initial instructions to sub contractors on project specifics are crucial.
- Internal competition between sub contractors is useless. It will not speed up the process nor contribute for better delivery results, nor for better service.
- Shared resources are key to avoid duplication of efforts.
- Timely communication is crucial to handle a project. Timely communication with all stakeholders.
- Specialisation brings better results and will minimise mediocre performance.