We work closely with internal recruiters. There are some great ones out there – professionals with impeccable knowledge of their company’s global hiring requirements.
They are strictly top tier. You will find them in world-class organisations but they’re a rare breed.
Elsewhere, internal recruiters around the world need help.
They’re understaffed (now there’s an irony) and drowning in a sea of tasks – some of which owe more to HR management than to their key role: hiring experts.
That’s because their board has either missed some vital opportunities or is labouring under a few misapprehensions.
Myth: Using Only Internal Recruiters Saves You Money
It doesn’t – it will cost you in the long run because less experienced internal recruiters are more likely to target low hanging fruit.
So they can miss the prize gamechangers you need to dominate your market.
Also, an internal recruiter may be able to target a few people but do they have the resources, experience and contacts to bring in the 20 hires you need ASAP to stop your growth curve from stalling?
They can lack resources, time and a broad network. Some may also rely too heavily on the standard arsenal: website, job boards, advertising and LinkedIn.
And what if you need 10 people in Q1 but nobody in Q2? What will your internal recruiter be doing for three months?
Sure, they can work on their pipeline but this will never be as cost effective as using an external team that you can switch on or off with a phone call or email.
Can An Internal Recruiter Ever Be Truly Objective?
Short answer? No.
Your company is the only product an internal recruiter can sell to potential hires.
And if they keep calling the same people over and over again about the same company then pretty soon familiarity will breed ennui.
Your target hires will switch off. They will stop taking the calls.
Ours don’t. They always take our calls – because they know it’s a serious and lucrative opportunity when we phone.
Not just the ‘same old same old’.
Give this role to an external recruiter. You are more likely to close crucial hires.
One Circle v Overlapping Circles
Stick in one place long enough and sooner or later it will become insular.
That ‘one company world’ in which internal recruiters operate is one circle. One sphere of influence.
It is limiting – even for multi-nationals.
But an external recruiter deals with myriad companies across many different sectors. Lots of circles – many of which overlap.
And it’s in those overlaps that you find gold dust: the brilliant minds that can transform a company’s fortunes because they bring expertise and experience from another sector or segment.
External recruiters get this (and so do the good internal recruiters who engage with us). For us it’s our everyday modus operandi.
But for many internal recruiters it’s at best a road less travelled.
So they need outside help.
External Specialists And Internal All-Rounders
Internal recruiters are under pressure to be all things to all men. They must be expert at hiring sales and pre-sales executives, managers, technical experts, software developers and so on.
That’s a lot of pressure.
But external recruiters comprise teams of specialists – each of whom can bring their expertise to bear for each role.
So you’re more likely to identify the right targets; better able to present the opportunities, persuade them to meet, assuage concerns and get the dotted line inked.
You’re the boss. Will an internal recruiter ever feel sufficiently empowered to challenge your take on any given hiring situation?
Look at it from their point of view. They’re in an unenviable position. You’re the only one putting food on their table.
Just you – no-one else.
And as experienced as they may be, sometimes they may have little choice but to tell you what you want to hear.
That forelock-tugging might make you feel better but it won’t move your financial needle.
They won’t enjoy it either. Cloying obsequiousness belongs in the world of Dickens (Uriah Heep) – not in a 21st century boardroom.
You both deserve better.