Candie Fisher specializes in working with companies of all sizes to attract, hire and engage talent. A marketer at heart, she applies the fundamentals of marketing to amplify the recruiting and hiring process. She helps companies going through growth, change or transformation with their people strategy, process and development.
Here are a few thoughts on when outsourcing staffing makes sense:
Times of high growth
In rapidly growing organizations, the internal resources often cannot keep up with the demand for talent. Often smaller, early stage companies do not have an internal recruiting team and rely on the personal and professional networks of founders to fill roles. This can be effective in early stages, where early employees tend to be passionate generalists wearing many hats. However, as the organization starts to substantially scale, more specialized talent is needed to accelerate growth, and external recruiting resources become more efficient and effective in identifying and attracting this level of expertise.
Hard to fill roles
Even when a company has an internal recruiting team, there are certain roles that can be harder to fill than others due to market demand, company location, specialized expertise or other factors. In this case, it can be useful to partner with a third party that has a more extensive network and can dedicate substantial resources to finding the right talent for these hard to fill positions.
Backfilling internal resources
Recruiting and/or staffing firms can be a useful resource when an internal recruiter leaves the organization or goes on temporary leave. Even if a full executive search isn’t needed, contract recruiters or boutique firms can fill the gap during a temporary leave or keep forward momentum in filling open roles until a new full time recruiter is hired.