Why do you want to own a recruiting company – within the business you’re already growing? But this is what many scaling and mid-market companies do when they think the only option to get the talent needed for less is to do it in-house.
Peter Drucker said it best: “Do what you do best and outsource the rest”
Until now, the only alternative for scaling/mid-market companies was to hire a recruiter and wean off of agency spend. I know, because 25 years ago, I was that guy in a fast-growing, start-up software company. It wasn’t hard to see the high cost, not enough value the contingency recruiters were delivering. I cut out over $1 million in agency spend, so the decision to bring it in was a no-brainer. And the handful of contingency recruiters the company had been using? They didn’t like me too much.
But tomorrow, the internal option will not be able to keep up with the new agency model, Recruitment as a Service (RaaS). (Most) internal teams lack the tools, the expertise and (especially) the time to source passive candidates. They often lack the marketing savvy to build an employer brand, and the situational awareness to advise hiring managers and candidates across the finish line together.
There are many great internal recruiters, but they can’t do it all, or be good at all of it.
Here’s nearly all of it – what’s involved in a great corporate (internal) talent acquisition engine:
Looks expensive, right? It is, if you go DIY.
Getting By
We talk with many companies who think they’re internal recruiting team is good enough. “Oh, we get by” is what we sometimes hear.
But getting by doesn’t move the revenue needle, especially when:
- jobs are revenue-producing or,
- a lack of personnel causes production delays or missed deadlines, or sales opportunities.
This goes for professional services companies, cybersecurity firms, construction & engineering, manufacturing, and really, whatever business you’re in — where the right people are essential for scaling.
The agency of the future is one that’s connecting talented people faster with less friction than ever before.
It contains recruiters empowered by trained AI agentic teams. The recruiters and agent teams get better together because of a Recruiter-in-the-Loop (RITL) driving a context loop that makes it continually learn and improve, lifts the recruiter out of the administrative burden of recruitment, and frankly, makes the recruiter’s job more meaningful and more enjoyable, and vastly more productive.
This snapshot is what the agency of the next-generation agency will be and why companies with internal teams will partner with such agencies more and more.
The most important parts of recruitment for an internal company are these:
- Owning the result of making the right hiring decision
- Promoting company culture and employer value proposition
- Casting a vision for career development
- Creating a first-rate candidate and onboarding experience
Leave the process of getting to that decision to those with the best tools and expertise to deliver. Doing so will allow you to focus on what you do best, realize greater efficiencies, contain costs, and grow bigger, faster.
By the way, we’re creating the next-gen agency now.
Come and see the #1 business model for recruitment for an AI world – Recruitment as a Service (RaaS) by Field of Talent.
Sow, Grow, Harvest,
Dave
