The average time to fill an open position is now close to a month. During that time, the costs of the unfilled position mount up. Being shorthanded can damage the morale of the remaining employees, require paying overtime to complete projects, or prevent the company from meeting deadlines or taking on new work. Companies need to use the most effective methods possible to bring in a replacement worker quickly in order to minimize the time, effort, and expenses associated with the recruiting process and the unfilled position. When you’re thinking about how to recruit employees, you should weigh the pros and of conducting your own candidate search using internal recruiters on your human resources staff or hiring a specialty head-hunting firm. Here’s a look at when you should do it in-house and when you should hand off the effort to a specialist.
Keep recruiting in-house
If you already have a recruiter on your HR staff, you should start the employee search process by working with them. If you’ve filled other positions recently, you probably have a pool of resumes from candidates who weren’t right for those positions but might be ideal for this new opportunity. Reaching out to contacts you already have can save you time in identifying your new hire. Your in-house staff will also be able to identify any current employees who may be looking for a transfer or are ready to step up and assume new responsibility. Using an internal transfer to fill a position shortcuts the onboarding process significantly, and often improves morale for employees who see that career growth is possible.
Outsource recruiting to a specialist
If you’re hiring for a very specialized skill or for a very senior-level position, a headhunter who specializes in that field or in executive recruitment is likely to have more connections and a deeper network of potential candidates than you could contact on your own. Working with an external recruiter is also effective if your own staff is overloaded with other responsibilities. The external team can do the preliminary screening and involve you only when an applicant is a solid potential match. If you’ve been conducting your own search and not finding candidates you like, that’s another time to reach out for assistance and work with a recruiting firm who knows how to recruit employees that are a better fit for your business.
Of course, if you don’t have a recruiter on your HR team, you’ll turn to a recruiting firm to fill open positions. If you plan to do a lot of hiring, you might even consider opening a position for a recruiter as well.