Are Your In-House Recruiters Implementing These Strategies?

Are Your In-House Recruiters Implementing These Strategies?

I’ve been talking to in-house recruiters a fair bit recently. Seems like they’re doing a good job in general – so where does that leave us, the recruitment agency?

I’m not moaning that we are losing out to in-house talent teams – actually, we are picking up a heap of new, high-quality, retained, and exclusive work, and 2024 is turning out great for us.

No – I’m concerned that they’re losing out. While they are getting jobs filled, are they missing out on better, more passive candidates beyond their reach or network? Would the extra cost of a recruitment fee be justified for the sales person who’d deliver an extra project; the designer who’d work faster or spot the cost-saving opportunity in their design; the project manager who’d get back on programme?

They think they’re saving money – but meanwhile, those candidates are adding value for their competitors. So who really knows?

Where we bring the real value is certainly to help fill the really tricky vacancies that they don’t or can’t. The next question is: When should they release them to an agency?

Often we’ll spot in-house recruiters advertising – and we know we have the “GOAT” for the role. Three months later, when the employer finally gives out the job to us, they’ve long gone. Also, the waters are muddied – candidates no longer want to apply to a role that “is so bad they can’t get anyone to take it” – they’ll assume people have turned it down, the money is poor, the boss is horrible, etc., etc. (It’s what candidates tell us – and we have to try and counter!)

In conclusion – bravo to the great in-house talent teams – keep filling ’em!

But where there is a significant commercial value to the role, or it’s “tricky”, please engage early with the specialist external talent people too – and engage closely to get the best out of them.

Author: Jim Roach – Connect on LinkedIn


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