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Hiring an Internal Recruiter Vs. Recruitment Process Outsourcing

Posted on June 7, 2017
Monica SchausWritten by Monica Schaus | Email author

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How to Decide Between Hiring a Recruiter Vs. Recruitment Process Outsourcing

I am continually surprised when I speak with executives of growing companies who do not have skilled recruiting resources in place. You may be wondering what the available options are. One option is to hire an internal recruiter. Another option is to outsource recruitment to the experts. In fact, SHRM reported that nearly two-thirds of companies outsource at least some of their recruitment efforts simply because they either need to hire quickly or they wanted access to a vendor’s talent and expertise.  If you are feeling conflicted on what’s the right solution for your business, ask yourself these simple questions below.

Who is Currently Doing your Recruiting Process?

I have seen some organizations try to cut costs by tasking an administrative assistant with a dual role that includes the recruitment efforts. We see clients who ask team members to take on recruiting without applicable expertise experience frustration and poor recruiting. In addition, the appointed employee can end up frustrated, overworked and even disgruntled. Let your employee do his/her job and let the experts handle your recruiting.

If you are struggling to determine your hiring needs or you are unable to keep up with other core business functions because of staff shortages, you may want to consider outsourcing to the experts. As a Recruiting Consultant, I work with small to mid-size companies who need ongoing help to manage their hiring needs. I have also worked with businesses that need assistance with high volume recruitment to get them through peak hiring season. In these scenarios, I act as an extension of my client’s team and interact with the candidates on their behalf and work directly with the hiring managers. An added advantage for our clients is our ability to make recommendations to our client’s recruiting process to improve both efficiency and effectiveness. When clients outsource their recruiting to the experts, they will gain access to tools and resources that they don’t already have. According to the findings of another SHRM survey, 36% of respondents stated this was a way to gain access to agency’s talents and recruiting expertise! Finding top talent quickly and efficiently—sounds like a no-brainer!

Will Outsourced Recruitment Reduce Costs?

We all know time is money and you get what you pay for. Rapidly growing organizations need quality hires and they need them quickly. By outsourcing the recruitment process, think about how easily you can reduce the cost per hire dramatically; with other recruiting models, you could be paying a fee of 20% – 25% of one candidate’s salary. While this is pretty standard search pricing for one position, if you have multiple job openings, this can really add up! By choosing to outsource, consultants can act as an internal recruitment system handling anything and everything related to recruitment functions.

In summary, I have worked with clients needing assistance with recruiting for a quick ramp up period and I have also worked with clients on a much larger scale where they have outsourced the entire recruitment function to us in efforts to streamline their process and provide quality hires. In doing so, we were able to effectively research their current recruitment model, implement and make effective changes/suggestions as needed. We also have worked with clients who felt like hiring an internal Recruiter made the most sense for their organization, and helped them find and hire the right Recruiters for their teams. If you still feel unsure about the right decision for your business and want to explore your options, give Helios HR a call and we can conduct a recruitment assessment to help you make that decision!

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