Increasingly companies are seeing the benefit of pulling their recruitment in-house.
But should you be doing it?
Here are five good reasons as to why you should look at bringing your recruitment in-house:
Consider contacting a freelance in-house recruiter, or a company who can put the systems and processes in place.
Nail down a great process, automate appropriate elements and take back control of your hiring.
OK, so when do we need this person in place?
Erm – well, yesterday?
Sound familiar? Whether you have found yourself saying those words or you have been on the receiving end of them – it is the bane of the recruitment industry.
But here’s the thing. I do not believe for a second that you didn’t see this coming.
If you run a business big enough to hire people, then you run a business big enough to do your due diligence when it comes to forecasting. In the same way you forecast your cashflow or your P&L. In the same way you set business goals and aspirations. In the same breath as planning for business growth, you should be forecasting your recruitment.
Murray in accounts. He’s retiring in January.
Sarah in HR. She’ll be going on maternity leave in March.
Richard in sales. You’ve heard on the grapevine that he’s been to a couple of interviews recently with some of your competitors. You’re expecting his notice on your desk any day now.
Oh, and there are plans to expand into Europe in 2019, new product lines and new sales opportunities.
Sounds obvious when you spell it out like that. But the amount of business owners failing to do their due diligence on recruitment is shocking. Well, I say that – it’s what 90% of the recruitment agency industry is built on – PPP (piss poor planning).
So the next time you sit down to look at your annual accounts, or set your company goals for the year – strategise your recruitment. Think about who is ‘at risk’. Think about succession planning. Think about how the business will grow – and map the impact that will have on the people in every department.
Including notice periods, an average recruitment process can take 4-6 months (done right). Do an internal ‘talent inventory’ to assess what capabilities you currently have, what you’re missing and how you will bridge the gap to take your business to the next level.
Who do you need to find? How will you find them? How will you attract them into your business?
Be proactive. Not reactive. Otherwise you can kiss goodbye to 20% - 30% of your next hire’s starting salary as an agency fee, because they have sensed your last minute panic and charged you top dollar.
Good for them. You deserve it.