Recruiting is becoming more and more complex and demanding at all levels. In order to attract top talent, hiring teams must build and maintain a positive employer brand, choose and understand their tech stack, engage passive and active candidates, provide an excellent candidate experience, and secure a reliable talent pipeline.
That’s a tall order for any team, but small teams, such as startups, are uniquely affected by the changing landscape of talent acquisition. For many teams, there just aren’t enough hours in the day to meet modern candidate expectations. That’s when they should turn to the pros. There are several benefits to outsourcing recruiting, specifically for small firms.Think #OutsourcedRecruiting is out of your reach? Think again! @IQTalent Partners knows that firms of all sizes can gain from augmented #recruiting. See why:Click to Tweet
Staffing fluctuations hurt small businesses the most
Organizations with smaller HR teams often expect team members to manage a wider variety of duties than those with larger teams. For instance, it might be part of one employee’s duties to manage hiring but they may also champion payroll, onboarding, or benefits. As startups experience growth and change, keeping up with fluctuating hiring needs can become rushed and not get the attention it deserves. It’s times like these that bad hires occur, costing the organization money and time that they just don’t have, especially in these early stages. These mistakes can be lethal to young organizations.
Augment your small in-house recruiting team with a partner like IQTalent Partners who’ll dive deep into what the ideal candidate looks like for your organization. Allow them to do the heavy lifting of researching, sourcing, and engaging candidates, so your team can focus on other areas of growth during these fluctuations.
Learn the ropes
Keeping up in the world of recruiting is time-consuming even when it’s your full-time job. For small HR teams, it can seem impossible to keep up, but as their HR team grows, their duties may become more specific — allowing for more in-house recruiting.
Learning how to talk the talk and walk the walk takes time, and you need a good example. Allow an expert to show you how to effectively analyze the need for a position, create job descriptions, screen applications, attract passive candidates, engage candidates, prepare for interviews, and even make offers. Compliance is another area where it pays to have expertise. Compliance issues within the hiring realm can be extremely costly. Again, this type of costly mistake can be deadly to a young organization.As your #startup grows #hiring decisions are so important. Don’t let these choices be guesswork. See why #SmallBusinesses are outsourcing their #recruitment and why you should too.Click to Tweet
Finding the right hire is worth the cost, which isn’t as high as you’re thinking
Okay, we know what you’re thinking, “All of this sounds great, but my small business just can’t afford to outsource recruiting right now.” Truth is, you can’t afford not to.
In a fast-growing company, there is truly no more important decision than who you choose to bring on board. The cost of recruiting, hiring, and onboarding a new employee can be as much as $240,000. Imagine how that kind of loss would affect a small organization. The risk of a bad hire is simply too high.
As you’re searching for an outsourced recruiting agency, take time to research their pricing model. Some RPO’s are making money hand over fist while aiming to find a hire who checks off most of their clients’ must-haves as quickly as possible. They aren’t spending time getting to know the ins and outs of their clients’ organizations or candidates. Worse yet, their pricing model rewards them purely for positions filled — not the quality of hire.
IQTalent Partners is different
There is an alternative to an RPO — and it’s IQTalent Partners. Unlike RPOs our pricing model is hourly and in turn, much more cost-effective. Our innovative approach rewards our employees for getting to know our partners on a deep level, delivering high-quality work, and finding successful hires that add value to your growing organization
Apprehension to augment recruiting for a younger organization is common. After all, adding new employees to a small organization is costly and these new employees will forge culture norms that the future company will be built on. Allowing someone outside your organization to consult on these decisions requires a serious level of trust. But, when done properly, the benefits greatly outweigh the cost. Get started with us today.