How to know when to look beyond your in-house recruiting team for your hiring needs There are times when your internal recruiting team is completely capable of finding your next hire, but there are also times when you need to outsource to an Executive Search firm. We’ve broken down the situations where you may need to look to other recruiters and why to help you find the right candidates for your hiring needs.

1. How to know when to look beyond your in-house
recruiting team for your hiring needs
There are times when your internal recruiting team is completely capable of
finding your next hire, but there are also times when you need to outsource to
an Executive Search firm. We’ve broken down the situations where you may
need to look to other recruiters and why to help you find the right candidates
for your hiring needs.

2. Focus
Your in-house recruiting team should focus on your business's core operations. That includes
focusing on the roles for your industry, the specific hiring needs of these candidates, and many
times, the other day-to-day human resources needs of your hires and employees.
If you’re a consumer products company, your recruiters should be focused on manufacturing,
logistics, and marketing candidates.
If you’re a technology company, your recruiters should be focused on programmers, engineers, data
analysts, and related specialties.

3. If you’re a public accounting firm, your recruiters should focus on attracting
the best candidates to your firm, a thorough understanding of your
competitors, and how to benefit most from recruiting on college campuses.
Creating a partnership with an Executive Search firm that can help you look
for anything beyond your core operations is the best way to maximize your
resources, so your in-house recruiting team can focus on where they’re
needed most

4. Specialty
If your in-house recruiting team is focused on the core operations of your business,
it is certainly not the best use of their time to have them recruit for roles outside this
focus. If they do, they will be starting their recruiting cycle from scratch, since they
will not have a pool of candidates. Unfortunately, this is when the quality of the
candidate pipeline is usually at its lowest – at the beginning and under a time crunch.
Your internal recruiters will end up spending most of their time and focus on the
low-hanging fruit through online job boards, filtering through hundreds of applicant
submissions hoping they find a few that might fit.

5. For example, every company has accounting and finance needs, but not every in-house
recruiting team has the pool of candidates and expertise to fill those roles. This is when it
would be beneficial to partner with an Executive Search firm specializing in accounting and
finance to help you fill those specific roles.
In addition to knowing what skills are most valuable and what questions to ask, experienced
recruiters at Executive Search firms can save you from wasting your time and resources if
they already specialize in a discipline outside of your core business, because they are:

6. already familiar with the strengths, skill levels, and technical needs of
candidates and roles in that specialty
already recruiting the candidates in that specialty that you would need to
spend weeks, if not months, to reach
already have a network of qualified professionals who are not actively looking,
but would make a move for the right opportunity
already have a strong understanding of each candidate’s motivations

7. Perspective
In addition to a relatively constant stream of candidates already being sourced
for other roles in that discipline, recruiters in Executive Search firms have a
unique perspective beyond that of your internal hiring team, since they have
invested time in building relationships and developing trust with the
candidates in their discipline. Recruiters at Executive Search firms can function
as valuable career counselors, so candidates are more inclined to share
positive and negative details about the recruiting process.

8. In other words, partnering with an external recruiter can provide you with a unique
perspective. They are privy to feedback that candidates are unlikely to share with a
potential employer, such as if someone on your team needs to change their
interview style to better attract candidates or other feedback about their experience
with your company.
Along the same lines, the candidate is more likely to trust the external recruiter and
not see the information they provide about a company or role as a ‘sales pitch,’ since
they have developed a relationship and a certain rapport with each other.

9. External recruiters also have a different perspective on the hiring landscape,
since they work with many companies in their specific discipline. They are
keenly aware of such things as:
the number of comparable opportunities available
competitive salary ranges, benefits, and perks for similar roles
current trends in hiring those specific roles

10. With more than 35 years of working with companies and candidates in the Los
Angeles accounting and finance industry, the team at Pacific Executive Search
is ready to help you and your team make the right hires in this specialization.
We have the expertise, relationships, and perspective to match your needs
with the wants and needs of available talent. Give us a call. We’re here to help!