High-level layoffs might make you think there’s a lot of top talent, but teams everywhere continue to struggle to fill open positions with quality candidates. If your organization is experiencing a recruiting bottleneck, it may be time to outsource your recruiting function. External partners can be the key to ending your talent shortage, but using the tools, tactics, and effectiveness of internal teams can’t.
By partnering with an outside HR professional, your organization can better leverage its time and resources on major initiatives. Instead of spending exclusive hours figuring out how to crack the recruitment code, your HR partners can support your recruitment needs. Together, you’ll get the talent your team needs through efficient and effective processes.
1. Attract the right partners for your priorities
Just as you are looking for the right employees for your vacancies, you will need the right partners for your goals. Since these organizations will be an extension of your HR team, you will need to determine the fit. Establish your organization’s needs before you start searching. This key action will help you focus on services and capabilities that will address your weaknesses.
Teams that require additional employers can hire third-party contractors for a fixed period of time. Organizations that need more support and more complex solutions can work best with a the owner of the profile. EORs can offer additional flexibility to organizations whose potential employees live in countries with other labor laws.
Define your goals as you research potential solutions to increase the effectiveness of the partnership. Get consensus among your internal recruiting team before launching your search. When you earn the right to buy early, you improve your odds of an effective match, then a quality outcome.
2. Create a clear job description
An unfortunate reality in the modern workplace is confusion about job roles and responsibilities. And without clarity, both current and new employees have little room for growth. Before you launch your partnership, Please see the job description among your high-priority openings. Make sure they’re clear, measurable, and complement your existing team.
Draft descriptions that reflect your organization’s mission and values to attract the right talent. Be clear about the results and expectations, so that the candidate clearly understands what the job looks like. Consider easing education and other qualifications when you can. This adjustment can expand your recruiting pool and encourage high-quality candidates with less traditional backgrounds to apply.
This effort may expose gaps in your current job description practices. Instead of being afraid to develop new ones, consider the insight your HR partner can provide. Their outside perspective can lead to long-term improvements. Regardless of your timeline, make sure the new descriptions are accurate and include the key elements that attract top talent. For more transparency, include how the candidate’s performance is measured and any milestones related to their role.
3. Set scope for negotiable elements
When you outsource components of Your Business, usually because your internal team needs help. Protect your take-back time from unnecessary touchpoints by stating what factors your partner has the power to negotiate on your behalf. Most commonly, this comes up when candidates ask about compensation and benefits.
Consider your company budget to start the conversation, but be prepared to listen to suggestions from your HR partners. Overseas recruitment teams may find compensation expectations different from those in your location. For example, some countries have regulations requiring certain benefits, time off, or contract requirements.
These details can get complicated quickly, so be open to partner insights, using them to help structure future hiring initiatives. Make sure key elements are included in the aforementioned job description, which can make or break the interest of international applicants. This can be especially useful when specifying the technical capabilities, encryption environments, and certifications required for your business. Avoid exaggerating your requirements and instead focus on the elements needed to recruit talent.
4. Set Expectations, Set Milestones, and Make Final Choices
Handing over the recruiting function to your organization can give teams much-needed breathing space. However, don’t let time rewind tempt you out of the process. Protect your process by setting expectations for your participation.
Discuss milestones to ensure your candidate search time is taken into account when your organization needs new employees. Say, if your company is planning to launch a product next year, you will need a fully staffed and trained team in time. Check with your department head to make sure your schedule aligns with the department’s strategic plans and priorities.
Determine the right time for your HR leaders or hiring managers to get involved. While these stakeholders should be involved in developing job descriptions and hiring schedules, their interview time may be limited. Decide on an appropriate and effective time to recruit managers to participate in the talent shortlist and conduct final interviews. Full-time hires may require cultural screening, while short-term talent may require less. Regardless of the method, clarify expectations and then meet them for the best results.
Clear communication strengthens effective partnerships
Before launching your external recruiting initiative, outline a communication rhythm to keep all parties engaged. Establish clear communication channels, set expectations for touchpoints, and define key deadlines. Agree on rules of engagement and hold each other accountable for your joint commitments. Together, you’ll launch a productive partnership that will allow you to hire the qualified talent your organization needs.
Featured image credit: Tima Miroshnichenko; Pexels; Thank!
