Raise Talent Quality and Hiring Velocity: Hire External Recruiters

Choosing external recruiters to complement your current talent acquisition process can deliver significant benefits.

There are several reasons why an organization may choose to use external recruiters in addition to or instead of internal recruiters:

  1. Limited Resources: If the internal recruiting team is small or already stretched thin, it may be more efficient and cost-effective to outsource certain hiring needs to an external recruitment firm. This can help to ensure that the organization is able to fill positions in a timely manner without overburdening internal staff. For example, a position that needs to be filled yesterday can use the additional support in order to reduce opportunity costs and the loss of potential revenue.

  2. Need for Specialized Expertise: If the organization is hiring for a specialized or niche position, an external recruiter may have more experience and a larger network within that industry or field. This can help to identify more qualified candidates and reduce the time and resources needed to fill the position. For example, SG2 is often asked to support the hiring of technical candidates with high level clearance to support the work of government contractors.

  3. Confidentiality: If the organization needs to keep a new hire confidential or if there are concerns about conflicts of interest, an external recruiter can help to maintain a higher level of confidentiality.

  4. Geographical Reach: If the organization is expanding into a new market or region, an external recruiter with a local presence can help to identify qualified candidates and ensure compliance with local labor laws and regulations. 

  5. Objective Evaluation: External recruiters can provide a more objective evaluation of candidates, as they do not have the same level of bias or attachment to internal staff members. This can help to ensure that the best candidate is selected for the position.

Overall, the decision to use external recruiters should be based on the specific needs and resources of the organization. While internal recruiters can be an effective way to identify and hire qualified candidates, external recruiters can provide additional expertise, resources, and reach that may be necessary in certain situations.

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