Internal vs External Recruitment

909 views

Published on

Considering the exorbitant cost of hiring and training an employee with job and soft skills, recruiting employees internally and externally have different problems so which one works for you?

0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
909
On SlideShare
0
From Embeds
0
Number of Embeds
6
Actions
Shares
0
Downloads
13
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Internal vs External Recruitment

  1. 1. STRATEGIES THAT TRANSFORM ORGANIZATIONS Recours Four Kenya Consultants Ltd
  2. 2. This particular topic has been debated many times, but the question of whether recruitment is best done with internal or external resources can only be answered at an organizational level, based upon a cost-benefit analysis. Great candidates don’t need your job. Making the process as smooth as possible will go a long way to building relationships with candidates for the long term. Star candidates often have multiple offers, and will move on if you can’t make decisions quickly enough, even if they would rather have worked for your firm. An important cost consideration is related to the number of recruits. If you don’t hire a lot of people each year, it’s probably not worth having in-house recruitment/HR staff. If you do, it’s worth measuring the cost effectiveness of outsourcing against the cost of having an in-house team and a well-developed career site with a front- and back-end recruitment system.
  3. 3. It is important to consider which method of recruitment scores higher on the following metrics: • • • • • Quality of hire Time to fill Culture fit Candidate experience/impact on EVP Cost Have you taken time to take a close inspection of each of these areas? So what made you think internal recruitment is better than external? At the end of the day all of the above said factors are equally important as the others.
  4. 4. Jobs can often be filled faster by using agencies/ recruitment companies (particularly within specialized industries) because they have large applicant pools. Good recruiters will always have warm candidates they keep in touch with. Often, when external recruiters are pre-screening and presenting candidates, You find that it’s internal recruiting teams that hold the process up. It’s not necessarily their fault, as priorities sometimes change, putting recruitment on hold, or as role requirements are revised, but it speaks to a core challenge facing the recruitment community today.  One key reason recruitment is delayed is that budget for a role has not been approved prior to beginning the search process. As everyone knows, you shouldn’t go to market until you’re certain you need to fill a role and that money is available to do so. It seems that many companies still retain search firms, spend money on advertising positions, and start seeing candidates without a confirmed internal agreement. This has a decidedly negative impact on both the brand and the relationship with any candidates you have engaged if you withdraw from the process.
  5. 5.  A second reason for delaying the process often has to do with how companies operate internally. While a new role may be budgeted, conflicting schedules, agendas, or priorities can mean delays in seeing candidates, or extending the number of interviews or assessments beyond what was originally planned. Not only does this increase cost and time to fill the role, it also antagonizes candidates and may mean you secure the runnerup instead of your preferred applicant, or worse, you’re left with no suitable candidate at all, forcing you to begin the process anew. Compare success rates between your internal and external recruiters to see who is making better assessments of culture fit and brand of the company.
  6. 6. External consultants/ agents typically have access to more candidates and have a candidate research capability that most organizations do not. This allows consultants to identify candidates who would not normally be looking for a new opportunity, tap them on the shoulder and make them aware of what the organization has to offer. External executive search professionals also have more capability to conduct a broad national search. With our world becoming a global marketplace, this is becoming more and more important. In addition large organizations use this form of recruitment as a marketing tool because it shows the public at large that there are many immense opportunities within the company however equal and fair recruitment is necessary in such a setting. Recognizing that one of the keys to organizational success is the ability to attract and retain highly qualified staff, organizations also need to carefully determine which search methodology will be more effective. When making your determination, take time to examine the market conditions, the availability of candidates, the impact of each strategy on current employees, the necessity for objectivity and the overall cost benefit. Keep in mind that each job will have a different need.
  7. 7. OUR CONTACTS KENYA Recruitment/Staffing Services/Training Recours Four Kenya Consultants Ltd 4th Floor, Kipro Centre Westlands P.O. Box 97104, 00200 Nairobi Tel- Safaricom: +254713423448 / +254707321450 Email: info@r4kenya.com Website: r4kenya.com If you are not sure what kind of recruitment works for your organizational structure, it is imperative that you identify an external source of candidates.

×