Outsourced recruiter or internal talent acquisition, which is best for your organisation?

Both outsourced recruiters and internal talent acquisition managers play crucial roles in the recruitment and hiring process, but they have different scopes and advantages. We highlight some of the key differences, allowing you to make the right decision for your organisation.

Outsourced Recruiter:

1. External Expertise: Outsourced recruiters, often working for recruitment agencies or third-party firms, bring a wealth of industry knowledge and experience. They are exposed to diverse hiring needs across various companies and industries.
2. Scalability: Outsourced recruiters can quickly scale up or down based on the hiring needs of the company. This is particularly useful for organisations with fluctuating hiring demands.
3. Cost-Effectiveness: For smaller companies or those with limited recruitment needs, outsourcing can be more cost-effective than maintaining a full-time internal talent acquisition team.
4. Specialised Roles: Outsourced recruiters often specialise in specific industries or roles, allowing them to have a deeper understanding of the skill sets and qualifications required for various positions.
5. Wider Candidate Pool: They may have access to a larger network of candidates through their agency’s database, job boards, and other recruiting tools.

Internal Talent Acquisition Manager:

1. Company Knowledge: Internal talent acquisition managers have an intimate understanding of the company’s culture, values, goals, and hiring needs. This knowledge can lead to better cultural fits and improved long-term retention.
2. Faster Communication: Being on-site, internal talent acquisition managers can quickly communicate with hiring managers, department heads, and other stakeholders, which can lead to faster decision-making.
3. Employer Branding: Internal talent acquisition managers play a significant role in shaping the company’s employer brand, ensuring that the organisation is seen positively by potential candidates.
4. Long-Term Strategy: They can focus on long-term talent acquisition strategies, building relationships with universities, industry organisations, and other sources of potential talent.
5. Alignment with Company Goals: Internal talent acquisition managers can better align their recruitment efforts with the company’s overall strategic objectives.

Which One to Choose:
The decision between outsourced recruiters and internal talent acquisition managers depends on various factors, including the company’s size, hiring needs, budget, and long-term recruitment strategy.

• Outsourced Recruiters: These are suitable when a company needs to hire for specialist roles, wants to quickly scale up or down based on hiring needs, or when cost-effectiveness is a priority.
• Internal Talent Acquisition Managers: These are valuable when a company has consistent and ongoing hiring needs, wishes to build a strong employer brand, values deep company knowledge, and wants to align recruitment efforts closely with overall business goals.

As you might expect, some companies use a combination of both approaches, utilising outsourced recruiters for specific roles while having an internal team for day-to-day hiring operations.

Ultimately, the choice between an outsourced recruiter and an internal talent acquisition manager depends on the unique needs and priorities of the company.