Internal and External Recruitment

When should I get an external recruiter to help?

Rose McCarter-Field

By Rose McCarter-Field

If you’re a business owner, hiring manager, or other decision-maker looking to fill a position, you might be considering whether it’s time to bring in an external recruiter. You may be wondering if the cost of doing so is worth it. 

External recruiters can be helpful if you’re in need of specialised skills or if you don’t have the time or resources to handle the recruitment process yourself. They can also offer a valuable third-party perspective on job candidates, as well as a larger pool of potential candidates to choose from. Additionally, they often bring a wealth of industry knowledge and insights that can be invaluable to your hiring strategy.  

Ultimately, the decision to work with an external recruiter should depend on a number of factors. The size of the company, the number of positions you need to fill, and the complexity of the positions. It may be worth considering if you’re looking to fill a role quickly, or if you have a need for more specialised skills. 

One of the main advantages of external recruitment is that you instantly get access to professional recruitment services. Your dedicated recruiter will already have a network of relevant candidates that they can put forward. They likely will specialise in the area you are looking to recruit in. For example, if you want a cloud software engineer or business analyst, they will have a list of pre-filtered candidates to tap into. This is a massive time saver.

An external recruiter can also save time for you and your colleagues  by advertising for and filtering through candidates on your behalf. If you want a team already set up to provide job advertising campaigns, to seek out and filter the candidates so that you only receive CV’s for the best in the market, an external recruiter can be a huge benefit. 

If your recruiter is a specialist in the sector, you benefit from them having a comprehensive understanding of the lingo, terms, qualifications, and  relevant experience required for the role you want to fill. Be sure to seek help from a recruiter who has plenty of experience in the relevant sector, so they can be more effective at finding you the best and most appropriate candidates out there. 

It’s also worth considering using a recruiter for contract roles, managing payroll and easily scaling up and down resources. This is another advantage of working with an external recruiter, they can assist with managing the easy scaling up and down of staffing for projects. They can help to find the best contractors fast, set up their contract and manage their onboarding exceptionally quickly.  

One disadvantage of external recruitment is of course the cost. They are saving you time, bringing in their expertise and likely finding high quality candidates, faster. However there is of course a cost to this. A good external recruiter will already understand the industry specific nuances of the role you are looking to fill and they will take the time to understand your unique company needs. This is the type of external recruiter you want to find. It is important that they take the time to understand which candidates are best suited to you, the role, and your company. So be sure to get a recruiter that is a good listener. 

If you want to understand more about the advantages and disadvantages of external recruitment do get in touch. If you have a specific recruitment need, for individual or team placements, we may be able to help.

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