10 reasons why it pays for Talent Acquisition to outsource

 In Business, Business Development, Competition, Recruitment

The current technology revolution has enabled the growth of in-house recruitment solutions in companies. Human networks are more accessible than ever before, and companies are cutting their outsourcing costs. Despite this trend, talent acquisition consultants cannot fill all roles. Here, we summarise the top ten reasons why Talent Acquisition should take the leap to partner with recruitment firms.

  1. A waste of your time
    You’ve searched for hours for the dream candidates and taken time to approach them only to find that they haven’t updated their online profile. They’ve just moved jobs, have been unemployed for the past year or have relocated country. That lost time becomes a cost.
  2. Fishing from the same pond
    Only using the network of people you’ve worked with in the past can limit the kinds of people you attract to your company. The Financial Times highlighted that such hiring created a monoculture. Break traditional paradigms and introduce a diversity of ideas to challenge the status quo.
  3. Your own staff headhunted
    You’ve set up a sophisticated online referral programme which encourages your employees to tap into their personal networks. Your employees are then more likely to find their online profiles at the top of search lists. It won’t be long before they have an offer they can’t refuse.
  4. Bitter low hanging fruit
    A 100% complete online profile does not guarantee a quality candidate, yet it is these candidates who are at the top of the search lists and most easily found on social media. This activity may be critical for digital marketers, but not for the rest. The Financial Times reports that best candidates are not collecting connections – they’re busy working.
  5. Damage to your brand
    What does Talent Aquisition do with the hundreds of candidate responses from a broadly advertised role? These candidates are often potential customers, and TA is responsible for processing rejections. If not done well, it can affect your brand reputation. What you may save in recruiting costs by not outsourcing, you may ultimately lose in sales.
  6. Guess what the hiring manager wants
    In-house recruiting candidate referrals result in the deterioration of the relationship with the hiring manager and a lack of flexibility in-house to refresh the process.
  7. Jack of all trades, master of none
    With the broad range of disciplines required by talent acquisition to source, it’s impossible to be an expert in all areas. Too many wrong candidate referrals result in the deterioration of the relationship with the hiring manager and a lack of flexibility in-house to refresh the process.
  8. Peaks and troughs
    The capital outlay to develop an in-house talent acquisition team when you have fluctuating staff requirements may have long-term cost implications. Companies may negate this with ad-interim solutions. Is this ideal, however, when it can affect the talent journey and your employer branding?
  9. Won’t return your call
    When a company has an image problem, how does it attract top talent to help shift it to a positive phase? Advertisements only exacerbate the problem, and your approaches remain unanswered.
  10. No stealing!
    How effectively can a company headhunt from another business? A significant barrier to this is that candidates are concerned with confidentiality. In our experience, they are less likely to convert. Is it worth losing that potential hire?

Companies measure the success of their Talent Acquisition teams by how well they solve their internal customer’s problems (quality, speed, financially). By outsourcing when they are overloaded, have a niche requirement or have a confidential need will ensure success for them and their organisation.



Photo by Joshua Earle on Unsplash

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