Why You Don’t Need a Full-Time Recruiting Team

We know what you’re thinking. “If I don’t have a full-time recruiting team, how will I find the best talent? How will I fill these vacancies?”. If this sounds novel, or even a bit risky, you’re not alone. The idea that small and medium businesses do not need to have an in-house recruiting team is a break from the traditional organizational hiring structure. Most companies have approached recruiting in a certain way and have stuck with it simply because that’s how they’ve always done it.

Fortunately, for those of you looking for a better way, there are options:

Intag Consulting is an Austin-based “Extended Recruiting Partner” that finds hiring solutions for growing businesses. With modern recruiting methods and sourced social media hiring tools, we act as an extension of your organization to find candidates that align with your business goals and brand needs.

Option One

Recruitment Process Outsourcing (RPO)

An RPO firm, or as we like to call it, an “extended recruiting partner” will handle a company’s recruiting process from start to finish.

This can include sourcing candidates, hiring employees and even handling exit strategies when necessary. The RPO firm works as a white label partner and functions as the company’s internal recruiting team. Using this model, companies are continuously staffed with an optimum number of employees and, therefore, run more efficiently. They can also avoid costly expenditures like recruiting tools, applicant tracking systems (ATS) and/or hiring junior recruiters that require supervision and training. The RPO structure allows for increased flexibility and facilitates dealing with any recurring staffing issues (i.e. seasonality, major events, etc.)
Option Two

Contract Recruitment

If you have a steady cadence to your hiring needs, another solution is to retain a recruiter on contract.

Similar to the RPO model, this allows companies to be more cost-effective and avoid the standard costs associated with a full-time recruiting team. A contract recruiter not only brings instant experience to the table, but they are available on flexible schedules when volume starts to slow. They also tend to have access to a wider network of candidates and can be more objective than an internal recruiter. One thing to keep in mind with this option as compared to an RPO, is that a contract recruiter will not be scalable or cost-effective if you are ramping your hiring volume.
Option Three

Outsourced Recruiting Partner

For businesses who know that they do eventually want an internal, full-time recruiting team but currently do not have the knowledge or resources to set that up, an outsourced recruiting partner is another option.

The outsourced recruiter will not only establish the foundation for your recruiting efforts (social media, resume sourcing, onboarding, etc.) and make sure that the process runs efficiently, they will also work with current employees (i.e. Junior Recruiter, admin) to get them trained and ready to take on a lead recruiting role. Many small and medium businesses are running a tight ship and this function tends to fall in the lap of a CEO or office manager who simply doesn’t have the time. This option removes that burden and allows leadership to focus on other business objectives.

There are several options when it comes to recruiting other than hiring a full-time internal team. At Intag Consulting, we partner with companies ready to take the next step in their hiring 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 help them find a new approach to hiring.