“I already have an in-house recruiting team. Why should I hire an agency recruiter to help fill my role?”
This is a question I’ve heard many times in my career as an executive recruiter. But I am here to tell you, a partnership between in-house and outsiderecruiters can maximize productivity and bring the best talent into your organization. An agency recruiter can help lighten the load that has been slowing down productivity for your in-house team. Whether it’s a tough to fill niche role, or a hiring manger with very specific needs, hiring an agency recruiter can allow the internal team to focus efforts and energy elsewhere and keep your organization growing.
Maximizing the Partnership Between In-house and Outside Recruiters
On its surface, the relationship between in-house Recruiters and agency or executive Recruitersis primed for competition. It’s easy to presume—from an outsider’s perspective—that both parties have the same job, and therefore, should be mutually exclusive in their work. In fact, the opposite is true, and it is up to both sets of recruiters to understand and to appreciate each other’s roles and responsibilities in the process.
Executive and in-house recruiters need each other far too much to compete with each other.Realizing thissooner rather than later will guarantee a stronger ROI for everyone involved. So what’s the secret to ensuring the most effective and desirable outcome? Here’s what my years of experience have proven.
Keep the Shared GoalsTop of Mind
In-house and agency recruiters have the same end game: fill vacant roles as quickly and effectively as possible. And when a company invests in an executive recruiter from an agency, the chief objective for everyone involved is to be good stewards of that investment. These two goals—filling the vacancy or vacancies and making good use of our resources—should drive the collaboration between in-house and executive Recruiters.
This might sound obvious, but in my experience, when the relationship between in-house and executive recruiters loses traction, it’s usually because one or both parties have lost sight of this North Star. Executive recruiters want to help and serve as your partner. And we all want to be in service to the hiring manager.
Don’t Make it a Competition
Executive recruiters are not interested in a competitiveoutlook that might diminish the roles of in-house recruiters. Quite the opposite. We want your hiring managers and internal clients to know that when they have an opening, your in-house can fill a role—whether you’re using the resources you have or borrowing some from a recruiting agency.
Keep this in mind to avoid the zero-sum game mentality that comes from us vs. them thinking. It doesn’t have to be this way. If we can keep our shared goals top of mind and have a common understanding of each other’s needs and expectations, we all win.
Whatever Happens, Don’t Let the Process Tax Your Hiring Managers
If your in-house team has a hard-to-fill role or for whatever reason they’re just not able to make progress on a search that’s stuck, there’s a hiring manager somewhere wringing their hands. Work is piling up or flat out not getting done somewhere in the company, and this causes stress no one wants.
Soclear a path for any agency recruiter to move quickly without having to go through the hiring manager for logistical help. Make sure they’re tapped into whatever applicant tracking tools or resources your company requires. Consider a checklist or quick rundown on processes that will help agency recruiters hit the ground running. Extra headaches for your internal partners don’t help anyone.
At the end of the day, there are tons of good reasons to lean on an agency recruiter.
Maybe the hiring manager is being especially discerning or maybe the margins for talent in the field or area you’re sourcing are especially slim. With an executive recruiter, in-house recruiting departments can tag in a fresh resource to lighten the load on an area that’s been a drag on productivity for your team.
And the result? A placement gets made faster, your team gets back to work and the hiring manager’s needs are met. Sounds like a win-win-win to me.