Transition From Agency to In-House Recruiting?

Posted by Bernie Reifkind on February 10, 2016

There are fundamental differences in strategy between agency-style recruiting and being in-house. Here are some things to think about should a company decide to hire an in-house recruitment department.

Finding the right fit
Active recruiting is a cross between sales and HR. Instead of selling a defined product to a customer, you’re essentially playing professional matchmaker by matching job seekers and companies.. How you bring these people in critical – whether agency or in-house, it’s all about preference.

-So, which one is right for you? If you’re more inclined to manage your client portfolio and measure deliverables from a purely financial sense, an agency is your best bet. If your interests are more along the lines of building an organization piece by piece, in-house may be of benefit.

Prioritizing your job order load
If a company chooses in-house recruitment then ignoring positions is not an option. In house recruiters have to be on top of their game, always. Instead of being able to pick and choose which jobs you’ll focus on and which can fall to the bottom of the barrel, in-house recruiting requires an equal focus on all positions, not just easy-to-fill roles or those that will be the most profitable.

When taking an in-house approach, the first step is to establish which positions are most important for your business and which have the potential to cause major setbacks. Though you have to balance your requisition load and ensure all openings get equal attention, these will have to be prioritized based on need.

If a certain role is seeing a steady flow of applicants, it wouldn’t make sense to spend time and resources sourcing for it. If you have a high priority role with a weak candidate flow, you will need to carve out time to market your positions to the right people.

Managing employer brand

One of the biggest tools missing in agency recruiting is being able to leverage brand. The most successful agency recruiters have a personal brand that encourages trust between candidates and generates referral business.

Therefore, a huge advantage of in-house recruiting is being able to leverage your brand. Showcase your culture (and not only that – boast it!). Your messaging should reference as much information as possible that promotes your brand. This could mean many things, from linking to your company reviews on social media pages or even relevant blogs or team videos.

Which metrics matter?
Bottom line: there are two things to view as most important to measure: fills and interview feedback.
Ultimately, if your in house recruiters are not producing, then the entire organization slows down, which is why number of fills is so crucial. The expectation isn’t to make 100 calls a day – it’s more about closing your requisitions whatever way you can.

Should you go In-House or engage a Recruitment Consultant?
An in-house team is a marketing machine with a strong personal sales focus, while the agency model presses harder on sales and direct outreach. However, the most effective recruiters use a blend of each strategy.

Want to bring recruitment in-house?
This is where Premier Search can assist you.  We help organizations bring their recruitment and talent acquisitions in-house.  In addition, we are positioned to assess, train and launch your current talent acquisition efforts.  Hiring the best in human capital should be the goal of any organization.  Our training emphasizes every step along the way of the hiring process.

Premier Search  facilitates in-house corporate recruiting teams to be the best they can be. We do this by providing your team with proven recruitment talent strategies and outstanding training.

Would you like to learn more?  Please give us a call at (800) 801-1400.

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