Recruiting Models that Fail the Most

We have seen many companies choose to hire one Junior Recruiter to fill all open roles without consulting an expert or mapping out an overall hiring strategy. Don’t get us wrong, Junior Recruiters are a great addition to a team that is functioning properly, but the pitfalls of relying solely on them are threefold: higher training costs, increased compliance risks and lower-than-par execution. Over the long run, it takes much more time and requires another resource – usually a current employee who themselves may or may not have adequate knowledge – to train a junior recruiter. During that training time, there is a much higher risk that compliance requirements won’t be met and interview standards will slip through the cracks. All of which, over time, can reflect poorly on your company.

Companies that decide to rely on staffing agencies for their hiring needs far too often realize after the fact that they overspent. Up-front fees add up very quickly and, in many cases, don’t even guarantee that the right candidate will be found. For the same amount, the option of partnering with a contract recruiter or RPO firm makes much more sense. With either of those options, an expert (or team of experts) will source, screen and coordinate interviews. If you have an internal recruiter, a contract recruiter or RPO firm will handle training and then transition out when that person is ready. Most importantly, they will be available as a resource in the future, unlike any traditional staffing agency.

We understand how, in theory, the idea of hiring a full-time recruiting manager might seem like a great idea. If you have junior recruiters or other members on your staffing team, you need someone to manage them, right? The reality of this model is that it quickly becomes inefficient. Either the gap in knowledge between manager and direct report is so great that the manager spends their time mentoring instead of planning, or the manager ends up doing the work themselves. Another scenario we encounter with this model is that the direct reports are capable of handling the recruiting process and only need a manager once in a while if a difficult situation arises. Rather than having a full-time employee that may not be needed, an “Extended Recruiting Partner” could step in on a fractional, as-needed basis.

At IntagHire, we partner with companies ready to take the next step in their recruiting efforts. Whether they are struggling to find desirable applicants, unable to recruit the right talent, or having to make tough decisions regarding unfit hires, we map out a successful strategy and help determine the best approach to your hiring efforts.