During times of crisis, some businesses collapse while others keep flourishing. What’s the magic formula? They prioritize their work based on a long-term strategy and distribute available resources properly. For instance, a great percentage of companies outsource hiring to recruiting firms in order to focus on the main business tasks. They delegate the recruitment process (outsource it) and enjoy a number of benefits, which we will talk about in detail. In this article, you’ll find out who needs to outsource recruitment and how to do it efficiently, so let’s get down to it and answer all your questions.
Why Outsource Recruitment?
Today, more and more companies use IT recruitment service to assemble their software development teams. The remaining ones still wonder what are the benefits of an RPO model and when to outsource hiring. After all, why should companies adopt professional tech RPO services? Let us clarify the reasons to outsource recruitment.
Efficiency
First of all, delegating your recruitment processes to external service providers enables you to optimize expenses and minimize time for filling vacant positions. As a result, hiring procedures become much more effective because of the significant reduction of such important metrics as cost-per-hire and time-per-hire.
Focus on the Product
The next vital point to outsourcing a hiring process is the possibility to get rid of mundane and exhausting tasks. Instead of that, you can concentrate on keeping the core business functions and your competitive advantage at the highest level.
Growth
Outsourced recruiting is also a beneficial solution because of the vendor’s ability to scale up hiring activities rapidly. Advanced technologies, large contacts databases, and effective recruiting methodologies are the means of handling your high business demands.
Better Retention Rate
Among other benefits of RPO is the possibility to manage a high turnover rate. Usually, it serves as a hint that there are problems with in-house recruitment. Outsource it and see the difference. It’s that easy. The external team of qualified specialists will define the existing issues and find suitable candidates for each position to ensure your long-term cooperation.
All these points persuaded SBTech — a provider of interacting sports betting solutions — to outsource recruitment processes. After one month of collaboration with us, 16 open vacancies were successfully filled with qualified software developers. Our recruitment team hired them on the most favorable terms (5% of payroll tax and direct employment agreements). As a result, SBTech now enjoys low costs in payroll and accounting. Alcor helped the company to grow promptly by assembling a team of dedicated IT experts. While we were responsible for all operational tasks, SBTech was mostly focused on improving its product and the core business.
The Question is: Should you Outsource Recruitment or Should not?
Most IT companies try their best to employ unique talents to represent their business. Thus, delivering this task to a third party may be a hard decision to make. Keep reading and you’ll find out whether you need to outsource the IT recruitment process – or it’s better to refrain from this activity.
It’s Time to Implement an RPO Model if…
Before addressing the IT recruiting agency for help, conduct research as regards the time and money you spend on hiring software developers. Recruitment process outsourcing performed by a headhunter company could make sense in comparison to in-house talent acquisition regarding financial benefits and efficiency. Alternatively, it might be a good idea to delegate IT recruitment if you can’t cope with current business demands and you dont want to opt for IT outsourcing (for instance, Argentina software outsourcing). Similarly, you may require some external help in case of rapid expansion due to the need for fast and quality position filling. Finally, an employment agency may be useful if you experience a lack of expertise in HR matters. You can outsource HR functions as a means of filling the knowledge gap. At the same time, you’ll be able to focus on your core business operations.
But It’s Always Better to Hire IT Staff on Your Own
The truth is that the hiring process is the opportunity to gather valuable data, such as marketplace insights and immediate candidate feedback. Therefore, recruitment outsourcing prevents you from identifying the trends and improving your employer brand. What is more, some businesses may face the problem of choosing reliable recruitment outsourcing providers. Consequently, it may result in low-quality hiring or a wide range of “hidden costs”.
Nevertheless, Alcor knows how to deal with the possible risks. We have more than 40 professional tech recruiters on board and 10 years of market experience to ensure smooth talent acquisition and support even the most ambitious hiring plan. Our recruitment services cover such countries as Poland, Romania, and other Eastern European states, so our clients receive continuous advice regards local markets, trends, and pay scales.
Alcor recruiters will keep you up-to-date through the entire hiring process by providing weekly reports on the processed CVs, conducted job interviews, and more. We will present you only with the best software developers with a proven track record: 4 out of 5 of our candidates receive invitations to interviews, while 98,6% pass the probation period. Our internal database consists of over 200,000 verified candidates, allowing us to get to 1 accepted offer just in 8 CVs.
All of these perks are accompanied by transparent pricing and a list of guarantees:
FAQ
???? What are the advantages of recruitment process outsourcing?
The most significant benefits of delegating IT recruitment to external providers include lower cost-per-hire and time-per-hire, the ability to focus on core business tasks, rapid team growth, and a better retention rate.
???? When should I outsource tech recruitment?
A company executive should consider getting IT recruitment services in case of sudden seasonal spikes, urgent business expansion, low performance, or insufficient expertise of the internal talent acquisition team, etc.
To choose a reliable recruitment provider you should make some research about their scope of services, pricing, and compliance with necessary laws and regulations. Then use review websites to read feedbacks and collect references from previous clients.