Going in-house for recruitment isn’t a great idea - here’s why ??

One of the most difficult decisions a company has to make when recruiting is deciding whether to recruit with an in-house team or work with a recruitment agency.?

In fact, those who look to take recruitment in-house often get it wrong for a while.??

If a hire is a bad fit, a company is either no better off, or has (more likely) lost money.

And the cost isn’t just financial - it’s time loss, too.

In fact, it can take up to two or three years to start getting things right (if ever).

This is where executive recruiters come into their own.

We are outside, but work with the internal team and hiring managers over a period of time - then we back off, leaving a good fit and a happy client.

Yet some companies believe that going in-house, keeping things close is the best idea.?

But I don’t agree!

Let’s take a look at four of the challenges that a company may encounter if they decide to recruit in-house:

Too Many Mediocre Candidates ??

Advertising an interesting position on a standard job site will attract hundreds of CVs. Where this may be seen as a good thing, when you’re not familiar with the volume or process of dealing with them, it can very quickly become overwhelming. It’s also tremendously difficult to spot the good candidates amongst the noise. Harder still, to spot the great candidates from the good.?

An executive recruiter has their own network, their own black book and strategies of finding a quality candidate, will have a great database with a quality candidate pool. It is the job of a well-trained recruitment consultant to headhunt the right candidate specifically for your role. Companies can further benefit by using a specialist recruiter (like me) who has the extra advantage of industry expertise.

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A High Cost ??

Cost is always a large factor in the recruitment decision. Hiring managers tend to have a tight budget as companies want to keep costs as low as possible. While on paper, cutting out an agency or independent recruiter fee and keeping things in-house makes sense, it can often turn out much more expensive.?

This is because if you hire quickly, without much thought and expertise, it’s more likely you will hire the wrong candidate for your business. Arranging and conducting several interviews to determine if the candidate is right for the job is not a task that should be taken lightly.

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Time and Resources ?

Recruiting can be extremely time consuming. As recruiting is not often the main priority, companies run the risk of missing out on a great new employee. Quality candidates can be missed in the abundance of CV’s and not enough time will be spent vetting candidates.

Trusting an executive recruiter allows the company to focus on the business of the day and leave candidate sourcing to the professionals.?

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No Process! ?

Most companies are unlikely to have a recruitment system in place and many create a job description and place it on popular job sites. As a result, the lack of ability to effectively and efficiently manage the recruitment process can lead to a poor outcome (and damage the company brand!).?

Executive recruiters are well equipped to deal with the whole process.?

So, to round off.

Yes, you CAN take your recruitment drive in-house, but consider the cost / benefit before you do.

Also consider the following pros of outsourcing to a seasoned executive recruiter for specialised roles:

? You’ll get access to a wider and more niche pool of candidates?

? It will save you time in going through applications

? It will save you money in the long run

? Your recruiter will have a good grasp of your industry and the recruitment landscape

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If you’re looking for specialist advice and assistance with your hiring, then send me a message.??

See you next week!

Howard