| In the last few years there has been an ever | | | | your recruitment budget, so you need to scrutinise |
| increasing rise in the use of Recruitment Process | | | | the numbers carefully. But will they have the |
| Resourcing (RPO) / outsourced recruitment by | | | | experience and capability to deliver on your |
| companies. It certainly seems to be a trend and | | | | requirements directly or will they have to use |
| industry that is growing, but as a senior HR leader or | | | | agencies in any case, therefore the cost differential |
| Director how do you know this set-up is best for | | | | being very minimal (potentially more). As you are |
| your business? We will try to address the positive | | | | then using two tiers unnecessarily. |
| and negative impacts of such an agreement to help | | | | If you simply want to relieve the time and pressure |
| your decision making process easier. | | | | of recruiting off your own shoulders and have no HR |
| Recruitment outsourcing can take its shape in various | | | | function, outsourcing can be a very effective way of |
| forms - from retained recruitment with agencies to | | | | handling the process. They will free up your time to |
| full blown outsourced agreements with RPO | | | | run the business You will benefit from having just |
| companies/consultants on site in your business. A | | | | one point of contact running your recruitment that |
| good place to start is how much recruitment your | | | | then facilitate the process on your behalf with |
| organisation is carrying out and whether there is a | | | | agencies and external providers. There is no doubt |
| need based on the volumes of hires you make? | | | | this would ease the pain you may feel if you |
| Ultimately you are considering recruitment outsourcing | | | | burdened. Again, these services are sold trying to |
| because you have a problem with your current | | | | counter balance the age old problem of you being |
| recruitment. You need to look at what this problem is | | | | berated with agency calls - you have effectively |
| specifically. | | | | delegated this to people who understand the |
| Are HR not capable of making enough direct hires | | | | recruitment business. |
| because they have not got a recruitment | | | | The negative side of outsourcing has been |
| background? | | | | mentioned briefly, there is no doubt outsourcing has |
| Is there so much volume that your HR department | | | | its problems. For starters, how can they guarantee |
| cannot cope? Are you planning to embark on a | | | | an effective recruitment campaign just because it |
| heavy recruitment drive? | | | | has been outsourced? Will they be more effective |
| Are you looking to cut costs in HR / agency fees? | | | | than your current HR department or is it just going |
| Are you just sick of dealing with agencies directly? | | | | to cost more money? Often recruitment outsourcing |
| Is HR slowing the HR process up? | | | | companies have recruiters whom are more like a HR |
| The list goes on... | | | | department in any case, so they will be using |
| Once you have evaluated your problem and realised | | | | external suppliers most of the time. By implementing |
| the specific need you want to address - you are | | | | a recruitment company in-between the business and |
| now in a much more informed position to make a | | | | agencies you may then be adding an unnecessary |
| decision on whether outsourcing is right for you. | | | | layer to the process. As the outsourcing company will |
| There is no doubt that outsourcing your recruitment | | | | love to be in control, potentially slowing the process |
| can help alleviate several of these problems and put | | | | down as they have too many procedures in place |
| your mind at ease, knowing you have experts | | | | and rigid ways of working. For example; running |
| running your recruitment campaigns. But there can | | | | Preferred Supplier Lists without giving access to |
| also be pitfalls and a lack of control - sometimes | | | | agencies with specialised candidates. Don't get me |
| outsourced companies can create more problems, | | | | wrong PSL agreements are important, but in the |
| adding tiers to the recruitment process and | | | | current market specialist / niche recruitment suppliers |
| prolonging the cycle from time to hire. | | | | will be the ones with the best candidates due to their |
| Let's look at the advantages for you implementing an | | | | market focus, and often outsourcing firms (like HR) |
| outsourced recruitment department: | | | | will simply not allow applications to come through |
| Firstly, you will have experienced recruiters dealing | | | | because of the fact they are not preferred. If it was |
| with your hiring (rather than HR) whom are often not | | | | your business you don't necessarily care if they are |
| recruiters as their core skills lay in other areas. This | | | | preferred suppliers you just want the best people for |
| hopefully will mean they will be able to source | | | | your business. |
| candidates directly and have experience using | | | | If you are embarking on this process and considering |
| headhunting methods, saving you money from paying | | | | outsourcing remember to assess your problem and |
| high agency fees for every new hire you make. If | | | | specifically understand why you want to outsource. |
| the recruitment outsourcing company are not doing | | | | As outsourcing has in large been created by |
| this/enabling you to do this, then I really can't see | | | | recruitment companies who have taken advantage |
| much value they are adding. If they are not you may | | | | of a perceived problem by clients just to ensure a |
| as well just keep your HR personnel in place. | | | | regular cash flow/revenue stream without really |
| Recruitment outsourcing companies sell their services | | | | adding much value. |
| on the premise they will be saving you money on | | | | |