You’re considering Hiring a Full-time Recruiter
The workload of recruiting is baring too much on your managers, and the idea of hiring someone full-time to take care of it seems like the ideal solution – but here’s the problem. What happens once you get through that huge growth spike in 6 months? Now you have a full-time resource on your hands and you have no flexibility on their workload. There is a time and place for hiring an internal team, but it is a matter of timing. You don’t want to jump the gun on this hire and do it too early. You have to think long term about it, is there going to be a steady stream of work for this full-time employee, or are they going to become an expensive and underutilized resource?
Figuring cost is also key – can you afford the level of person that you need, which may even require supplementing that budget with additional resources and tools. And think about retention too – there is going to be a lot of time spent with training and bringing them up to speed – will this person stay with you for the long-term?
Hiring a contract recruiter isn’t the ideal solution either. You aren’t bringing someone in that works for you. They can leave their contract at any time, leaving you hanging. Generally, contract recruiters are limited in their skillset for hiring across multiple teams. A contract recruiter is not totally invested in your growth.
Relying on contingency agencies
You may have also determined a possible solution is to hire an agency. The trouble with that is the help is limited. There are still many pieces to the recruiting process that will need your attention. The immediate attraction of an agency is that they are “engaged” but not being paid until there is a hire. But what about the time you invest with them – to onboard and train their team, the time to pre-screen and interview the candidates. If you are hiring multiple people for one profile – you are paying a large fee each time – this is not a very cost-efficient way.
This model can help you out of a bind, but it isn’t a default strategy. It’s not scalable and it’s a gamble that the hires being brought in will actually stick. It may seem like it is low risk, but keep in mind, an agency’s end game is the hire - that’s their best interest. Not necessarily your goals to grow. They may even be working with your competitors at the same time – vying for the same talent as you. And when things get hard they may move on to other jobs to fill and give up on yours. You are not getting the attention you deserve with agencies.
All 6 of the signs I’ve gone over are extremely common, and they can sneak up on you before you know it. Hopefully by being aware of what to look for, you can get ahead of it before it’s too late, and the workload becomes suffocating.
Guys check us out at talentretriever.com to look at an alternative solution when you’ve surpassed the capability of self-service hiring. Tons of information there for you to check. Be sure to like share and subscribe. Hope to talk to you soon.