When to Outsource Recruiting

Is your recruiting team overwhelmed with candidates and struggling to find the needle in the haystack of resumes? Are you on an endless cycle of recruiting and failing to come up with quality candidates? If so, it may be time to consider outsourcing your recruiting process. 


The reason that most companies eventually choose to outsource recruiting is not because they dislike the work internally, but rather that they have hit a wall of ineffectiveness and it’s time to try something different. 

Outsourcing is particularly attractive to companies that are rapidly growing and are having difficulty keeping up with the scale of their hiring needs. By moving the recruiting process to an outside vendor, it enables in-house HR staff the ability to focus on recruiting internal talent for open positions, as well as measuring the effectiveness of recruiting and retention strategies, which can make a big difference of the company’s bottom line. Employee turnover due to weak retention strategies or an ineffective recruitment process can be extremely costly as important roles in the organization are vacant for substantial periods of time and recruiting costs are incurred repeatedly for the same positions.

Companies with seasonal hiring fluctuations are also good candidates to outsource their recruiting function. With in-house recruiters, there is a tendency for them to be overwhelmed during seasonal hiring peaks, and bored during the slow periods.

For smaller companies that are having trouble attracting or retaining talent, the advantage of outsourcing is the increased ability to get quality candidates in the talent pipeline much more quickly. It also reduces recruiting costs because the company doesn’t have to invest repeatedly in advertising the same positions trying to find interested candidates.

Managed service providers (MSPs) like Enterforce leverage the capabilities and connections of numerous recruiting firms to find the talent you need with the specific skillsets for every job. This makes it easier to select a recruiting firm if you have very diverse personnel needs across your organization. MSPs and other professional recruiting firms also have the advantage of scale to leverage all of the tools available online, through social media, and via informal networks to connect with people that you wouldn’t be able to access on your own. In addition, recruiting firms have the ability to leverage tools that are not typically available in an in-house recruiting function to automatically sift through hundreds of resumes and find the best candidates for the available jobs. 

When you decide to outsource recruiting, the external firm will take over the work of:

  • Searching for the right candidates
  • Promoting your job openings across the appropriate channels to attract talent
  • Screening candidates to determine if their skills, experience and credentials align with your needs
  • Interviewing applicants
  • Analyzing whether the applicants have the soft skills and cultural fit for your organization
  • Preparing them for interviews with your managers

Depending upon the type of firm you engage, they may also assist you with the onboarding process for new hires, EEO reporting, payrolling temporary staff, and many other duties that enable internal staff to focus on other priorities. 

If your company is struggling with too many resumes, too few of the right candidates, high employee turnover, or other problems in the recruiting function, it may be time to consider outsourcing. Give us a call; we’d be happy to help you figure out if it is time for a change.