Assessing if you’re in need of support with recruitment could earn you brownie points in the board room.
If you’re here reading these words, you’ve likely identified that your organization is in need of an additional set of skills in one or more of your teams. Whether this is to facilitate growth, solve an issue the business is having or to push forward on specific projects that require specific skills – it has become clear that your existing team need some support with the additional tasks.
In short, you’ve identified the need to hire a new team member. You’re wondering if this is a project that you can successfully take on in-house, or if it’s time to outsource your talent search. Before starting the agency selection process, it’s important to be aware if this is the right step for you and your organization.
We are about to take you through a series of 6 questions, with result specific advice, which should give you some clarity on if it’s the right time to elicit the expert services of a specialized recruitment agency.
1. Do you have expertise in finding and recruiting the type of talent the job demands?
2. Do you have a large volume of job openings to fill (perhaps internationally)?
B) Not Right Now
3. Do you feel under pressure to fill open positions by a certain deadline?
4. Do you have internal resource constraints, or feel that you don’t have enough time, to dedicate to hiring?
5. Are you future focused and want leaders to evolve from within the workforce instead of needing to be hired externally?
6. Do you have the budget and resources to engage a recruiter to support your talent search?
B) Not Right Now
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If you answered mostly A’s you, or your team, are likely under increasing pressure to start filling positions in your organization. Your in-house talent acquisition team (or HR department) might be overstretched or need help identifying specifically qualified talent. Perhaps you’re looking to start building a more long-term talent strategy that allows leaders to emerge from within the organization in future.
In this instance, you and your in-house teams would benefit from eliciting the expert help of a specialized talent partner. A specialized partner would be able to support your organization in identifying the appropriately skilled talent in a much shorter time frame, by utilizing their extensive talent pool and reaching inactive talent, to shortlist the best available professionals on the market.
Hiring a new team member is a serious commitment and investment in your organization, and there are many risks associated with making the wrong hire. These can be avoided with the help of a talent partner.
In-house teams often have other responsibilities to handle and recruiting for a large volume of jobs, or a highly specialized role, possibly internationally, can quickly become time-consuming and costly as attention can become split between recruitment and other important duties. A talent partner in this case, would work alongside your in-house team and support the recruitment efforts in a cost-effective, timely manner.
Here is a list of useful resources to support your decision in choosing to work with a recruitment agency:
If you answered mostly B’s, you’ve likely considered working/have worked with a specialized recruitment company before, or perhaps you’re considering it now. You know you don’t have an immediate need to fill roles in your organization, but perhaps you’d like to be prepared for the moment in which you may be responsible for the growth of the teams in the business.
Engaging with a recruitment company in this moment and under these conditions would not be in either of your immediate interests. Given that a recruitment process is an investment in your organization, it’s important that it is done with care to ensure the right hire is made in the first instance, avoiding any potential risks of making a bad hire.
However, knowing which recruitment companies would be able to support you in future and networking with their consultants would be a great place to begin. Booking yourself in for a free consultation to discuss your needs and gain a better insight into whether you really need their expert services would also be a smart thing to do here.
Having all the relevant information prepared for the day that you propose the use of an outsourced talent search, should give you the confidence to pitch the idea within your organization. If this resonates with you, we recommend checking out our resources on choosing to work with a recruitment company like ours.
Here is a list of helpful resources that can help you evaluate when it’s time to approach a recruiter to find your next hire:
If you answered mostly C’s, your organization is likely capable of recruiting in-house. Perhaps you already have an internal talent acquisition team which handles recruitment, or maybe your HR department is responsible for this. Either way, when it comes to recruitment, you know what you’re doing, have the resources available and don’t immediately feel that an outsourced recruiter should be your go-to.
However, answering mostly C’s also means that you could be under pressure to fill a high-value position, which requires very specific skills or background, and you may feel out of your depth in reaching and engaging candidates with the required profile. This is where eliciting the expert services of a specialized recruitment company would work in your favour.
If this sounds like you, we recommend looking for a recruitment company that can perform as a talent partner, supporting your in-house team and working alongside you to make the best hire for your organization. Finding a company which takes the time to get to know your business and your needs is more likely to result in a successful, long-term hire the first time around.
Need to evaluate the use of a talent partner?
If you’re capable of recruiting in-house, but think you might need help with a highly specialized role, take a look at these resources to help gain clarity on what your next steps should be:
Need help? At Alexander Daniels Global, we have a track record of placing long-term hires into organizations and advising on how to make the best, strategic hires into your business.