Reason Why You’re not Outsourcing Recruiting, but Should Be

Background 03 - Net Gold, LLC

Finding new talent to best fit your company can be a daunting task. From determining where to look for candidates, to choosing the best ones to interview, and knowing the right questions to ask, and then deciding to whom you will extend an offer, the process can be a long and riddled with uncertainty, confusion and many unproductive hours being spent.

The recruitment process doesn’t have to be this way, however. Utilizing a firm with experienced professional recruiters can take the complexity out of staffing and leave you with the strongest, most qualified candidates.

We’ve taken a look at some common reasons businesses don’t want to outsource, and provided reasons why they should.

“We’re trying to save money by doing it ourselves.”

In business, time and money are your most valuable resources. When it has been decided that you need new employees to grow the business you, of course, want to make the process as cost efficient as possible. The first, and possibly most logical idea, would be to undertake the search on your own. You may think having your internal HR staff conducting the process from start to finish could save you money.

But it doesn’t. Having your internal HR department staff recruit takes time away from their core duties and compromises productivity. For instance, 20 hours spent posting on job boards and viewing resumes sent in from potential candidates is 20 hours typically spent on payroll, benefits, employee programs and other HR services. That’s half of a work week interfering with normal business operations, yet still amounting in labor costs.

Also, posting on job boards costs money. And it’s not cheap, especially if you’re posting on more than one, which is most likely the case. There’s no guarantee it’ll attract quality candidates; you could have 100 people applying to a posting, yet only four meet your actual requirements for the job. Thus leaving you back at square one or choosing to make do with what you have and pursue those four candidates.

If you choose to pursue these few candidates, your HR staff will most likely use recruitment tools and technology they’re already familiar with. The problem? These tools, technology and other methods may not be the most up-to-date and effective. This results in more time spent working toward something that may not yield the results it potentially could.

Then comes decision time. You’ve interviewed and vetted candidates, and believe you’ve found a good fit for your company. But what if this person may only fill your immediate needs, and not the long-term growth goals of the company? Or, after only a few weeks on the job, the new hire feels it’s not a good fit for them and leaves?

All of the above scenarios are all too often a reality for businesses when it comes to hiring. And, in turn, results in time and money being wasted. Working with a recruiting firm can help eliminate costs.

A common, yet erroneous, perception of recruiting firms is that they’re costly. In fact, firms like Net Gold, LLC, offer services on a contingent basis, meaning there is no cost until a position is satisfactorily filled. Hourly charges are done away with, as a firm’s goal is to fill a position satisfactory for both the business and the candidate, no matter the amount of time spent to do so.

Also, you will not do away with your internal HR department when you outsource your recruiting. You will supplement it. Initial time spent with the firm will be spent determining your company’s culture, needs and goals. With their experience in your industry and across others, the recruiter can help develop a succinct job description to attract the most qualified talent.

Experienced recruiters will also have a network of potential candidates – or industry contacts in general – and may have an idea of someone for your position when you initially contact them. If they don’t have a candidate in mind, they know of the latest technology and resources in recruiting that will lead to finding quality candidates more efficiently than, say, posting a position across multiple job boards.

Conducting interviews is another skill in which professional recruiters will have had years of experience. From knowing the best questions for specific industries and positions, to getting a feel for a candidate through non-verbal cues, a recruiter from a firm can best determine which candidates should be pursued.

Once interviews have been conducted and communication between company and firm has been exchanged in whom to pursue, it’s time to begin the vetting process. The vetting process includes performing necessary background checks on potential hires before offering employments. A recruiting firm will have a process and proven method already in place, and can promptly begin it with the go-ahead from you.

Assuming a candidate made it through the vetting process, it’s decision time: will you offer the person the position, or not? The recruiters at the firm can guide you through the process of extending an offer and subsequent onboarding.

Then, once a quality candidate has been successfully hired, the firm will collect payment for its services.

Between reducing labor costs from current HR staff, using effective methods of searching for and vetting candidates and having a high-quality candidate accept your offer, outsourcing to a recruiting firm will save you time and money.

“No one knows our company culture better than us, so no one else would know the best fit for us.”

It’s true, you are the expert of your company and its culture. You live it day in and day out, and have developed working relationships with those at your company.

Could this, however, create a bias toward a candidate after an initial impression, which could then result in them being written off, even if their capabilities meet your company’s needs?

There’s also the possibility of being focused on a particular, immediate need that it causes the company to overlook a candidate best suited for the long run.

There are many reasons why a company knows who’d be best to fit in with the company culture. As mentioned earlier, this is how a recruiting firm would act as a supplement to your HR department and other hiring managers during the search for new hires.

Having a group of recruiting experts from the outside looking in would help in that they’d know of things otherwise overlooked. One example could be the location in which you’re looking for qualified candidates. Perhaps the best candidates don’t search job boards? Or the best fit for your company could be a passive candidate, a person who is not actively searching for jobs, but would consider an offer for the right fit.

Professional recruiters are prolific networkers. They come across numerous people across multiple markets and industries and at different career levels. They know who in what market is currently searching for a new position, and who is not actively pursuing a new job, but would consider if the position was an apt fit. They would go beyond the job boards to find a higher quality candidate pool before beginning interviews.

A recruiting firm also offers a unique advantage: the knowledge of your competitor’s (or others in your industry) culture and their recent hiring patterns. This could them a solid understanding of where and how top talent is looking, what attracts them to certain companies and where they end up working. For you, this could mean you won’t lose out on strong talent to your competitor.

Having someone recruit from the outside could offer insight into what would fill your needs now, but also what will fit your future needs. They could find prospects capable of growing with the company. In turn, this will create key staff members who have the potential of being with the business for years to come.

A recruiting firm is in the position to develop a relationship with a candidate. This could be from knowing the candidate professionally prior, or getting to know job seekers who have sought out a recruiting firm to help them secure a position. Recruiters spend time getting to know candidate’s goals and career ambitions. And this is done without the stress of interviews, allowing a recruiter to get a true and accurate feel for the candidate.

This is a huge disadvantage of in-house recruiting. HR staff may only spend 30 minutes speaking with a candidate, and then decide whether or not they’ll continue to pursue the candidate. And, as mentioned above, so much pressure is put on an interview for both parties. A candidate wants to present their best self and show they’re capable of success, while the hiring manager is trying to determine whether or not the candidate is the right fit. The problem here is time.

A professional recruiter from a firm has the time to really speak to candidate, learn of their skills and experience, understand their goals, and where the both could see that person further along in their career.

“The recruiters may try to fill a position too quickly, leading to the wrong person who may leave for get let go soon after.”

It has been proven that outsourcing to a recruiting firm can reduce turnover rates. This is achieved if the recruitment process is executed correctly.

This can be done through means discussed through the article so far:
Having your internal HR department and hiring managers work with external recruiters to come up with an accurate job description and plan on where to find or connect with qualified candidates;
Using up-to-date technology and resources throughout the recruiting process;
Knowing the right questions to ask in interviews to better understand candidates;
Develop a relationship with candidates outside of the interview to get an accurate view of their capabilities, work ethic, career goals, and growth potential;
Having an idea of what others in your industry or market are doing in terms of recruiting, and why talent finds other companies appealing.

By implementing these methods and tactics into your new employee search, you and the recruiting firm can increase the likelihood of a successful new hire and reduce the turnover rate.

“We’re just too small or new to have an outside recruiter find us new talent.”

Then this is the perfect time to outsource your recruiting! As mentioned early on, you’ll save money by hiring a contingent firm to do your recruiting. You will also save loads of time. If your company is small or a startup, it’s likely you and your colleagues already wear many hats and juggle numerous responsibilities. Adding recruiting to mix could add more of a distraction and take time away from core business operations.

A small business may lack the resources and technology to properly recruit and vet candidates, and new businesses may lack the resources of more established companies in their industry. Both situations would benefit from the experience and access to effective technologies and resources of a professional recruiting agency.

Startups have the vision of where they see the company headed, but may need help in building up the team to get them there. With recruiter’s experience in dealing with businesses across industries, they could guide the startup into the right direction when hiring new employees, contributing to the long-term success of the new business.

So, are you still undecided on outsourcing your recruiting?

Whether your business is a startup, a small business, a well-established company, or somewhere in between, outsourcing to a professional recruiting firm can help you save time and money, find the best talent, reduce turnover rates, and lead to increased success and longevity of your company. A tremendous number of successful companies throughout the world have benefited from outsourcing their recruiting. So what are you waiting for? Contact us today about our Dallas consulting services. The only thing you have to lose is wasted time.

Leave a Reply

Your email address will not be published. Required fields are marked *