Seamless Transition: Moving from In-House to Outsourced Recruitment
Are you struggling to find the perfect talent for your growing business? You’re not alone. Building a strong team is crucial, but managing the recruitment process in-house requires a lot of time and resources. This is where outsourced recruitment solutions can help.
A robust recruitment strategy ensures you attract and keep top performers who contribute directly to your bottom line. When you outsource the hiring process, you can take advantage of the expertise of specialists and free up your internal team for growth opportunities.
This blog will guide you through the seamless transition from in-house to outsourced recruitment. We’ll share why partnering with a recruitment agency for New Zealand companies can help you attract quality candidates.
Common Challenges with In-House Recruitment
Many New Zealand businesses struggle with the limitations of in-house recruitment, such as:
• Limited resources and expertise - Building a recruitment team with industry knowledge and deep talent pool access requires significant investment. In-house teams might lack the specific skills or experience needed to find the best fit for specialised roles.
• High operational costs - Advertising, screening tools, and administrative tasks associated with recruitment can add up quickly. If they don’t produce good results, you may end up losing more than you should.
• Time-consuming processes - Managing the entire recruitment cycle—from writing job descriptions to scheduling interviews—takes valuable time away from your core business functions.
Benefits of Recruitment Process Outsourcing
Fortunately, outsourcing recruitment can solve the challenges above. You can enjoy the following benefits of RPO.
• Access to a broader talent pool - Recruitment agencies have extensive networks and expertise in sourcing top talent, locally and internationally. They can discover a wider array of qualified candidates, enhancing your chances of finding the ideal match.
• Specialised recruitment expertise – RPO provides in-depth knowledge of specific industries and roles. They stay up to date on the latest recruitment trends and best practices to help you stay competitive in the job market.
• Cost savings and efficiency – Hiring recruitment experts requires an initial investment, but the benefits outweigh the costs of managing an in-house team. You only pay for the services you need, cutting out overhead costs for recruitment infrastructure and staff. Plus, an RPO provider’s efficient processes can reduce your time-to-hire.
6 Steps to Transition from In-House to Outsourced Recruitment
Switching from in-house to outsourced recruitment is not as easy as you may think. Face the transition through the following steps.
1. Assess your current recruitment process
Are you taking too long to fill vacancies? How much have you spent on recruitment and onboarding so far? Evaluating your current processes and metrics like time-to-fill, cost-per-hire, and candidate quality can help you understand the effectiveness of your existing approach. Aside from assessing this metrics, gather feedback from your hiring managers and even candidates on how you can improve the recruitment process. From there, find a recruitment agency that can meet your needs.
2. Set clear objectives
Once you understand your current state, define what you aim to achieve with outsourced recruitment. Do you want to reduce time-to-hire for all positions? Are you looking to expand your candidate pool for specific roles? Setting measurable goals and expectations will help you track the success of your outsourced recruitment strategy.
3. Select the right recruitment agency
Your RPO partner can make or break your recruitment strategy. So, choose a reputable agency with experience in your industry and a proven track record of success. Consider their company size, history, expertise, networks, and recruitment tools to maximise your investment. Consider working with Staffhouse International Resources, a leading recruitment agency with a strong history of matching companies in New Zealand with top Filipino talent. We specialise in various industries—from healthcare to construction—and comply with variouslabour regulations so you can build your workforce with ease.
4. Establish communication and collaboration
For your RPO partnership to work, you need to communicate your needs and expectations clearly and openly with your provider. One thing you can do is set up regular meetings and updates to review progress, provide feedback, and address issues.
For instance, if our RPO provider doesn’t understand your company’s work environment, mission, and values, they might recommend candidates who are technically qualified but not a good cultural fit. It can cause higher turnover rates and dissatisfaction among new hires and existing staff.
5. Transfer responsibilities
Conduct a proper handoff to your RPO partner so they can start sourcing quality candidates right away. Share your protocols for sourcing candidates, handling data, and making job offers. They can manage the entire recruitment process while you keep the final hiring decision.
By executing a smooth transfer of responsibilities, you can minimise disruptions to your recruitment process and facilitate a seamless transition to outsourced recruitment.
6. Monitor and evaluate performance
Handing over control to your RPO provider isn’t enough. You need to analyse their performance to ensure your investment is worthwhile and should continue.
Establish objectives and key performance indicators (KPIs) to gauge success and identify areas for improvement. Then, adjust strategies and workflows as needed to optimise performance and maximise returns.
Proactively monitoring your RPO partner’s performance ensures your efforts remain aligned with your business goals and deliver tangible results.
Overcoming Common Concerns
As with any business investment, it’s natural to have the following concerns about transitioning to outsourced recruitment.
• Maintain company culture
Shaping company culture starts with the recruitment process, as this is where you find employees with the same values. If your RPO provider doesn’t understand your culture, you may end up with candidates whose ideals don’t align with yours.
To avoid this problem, help your recruitment agency understand your company’s values, mission, and work environment. Then, create screening criteria that priorities cultural fit alongside skills and experience. This alignment makes sure new hires integrate smoothly into your team and positively contributes to your organisation
• Ensure quality of hires
While aiming to fill your vacancies quickly, your RPO provider might prioritise a candidate’s technical skills alone. Neglecting other factors can decrease candidate quality.
One way to address it is to set clear expectations and criteria for candidate selection. Communicate the specific hard and soft skills, experience, and traits you seek in potential hires, and provide detailed feedback on candidate profiles to check if they meet your requirements.
By prioritising quality, you can ensure that each hire meets your standards and contributes to your organisation’s success.
Transform Your Recruitment Strategy Today: Partner with Staffhouse International Resources
With an RPO partner, you can find top talent, streamline your recruitment process, and unlock the full potential of your New Zealand business. It’s the best decision that can deliver significant advantages.
Staffhouse offers a wealth of expertise and a proven track record of success in placing high-calibre talent across diverse industries. Work with us to transform your recruitment strategy and achieve your business goals.
Contact us today to discuss your recruitment needs and discover how we can help you build your dream team.
