Mike Jones May 25, 2023 11:10:16 AM 15 min read

The benefits of outsourcing your recruitment

Navigating the world of recruitment can be a complex endeavour, fraught with its fair share of challenges. But what if there was a way to make this process more efficient, cost-effective, and successful? Enter the realm of outsourcing recruitment - a strategy that has the potential to revolutionise your talent acquisition process. 

In this comprehensive guide, we delve into the intricacies of outsourcing recruitment, explore how it stacks up against traditional in-house recruitment, and highlight the key benefits of adopting this approach.


What is recruitment outsourcing?

Outsourcing recruitment refers to the practice of partnering with an external agency or firm to handle some or all of a company's recruitment activities. This could include sourcing active or passive candidates, screening candidates, conducting interviews, negotiating offers, benchmarking specific salaries, and managing onboarding. By delegating these tasks to a third party, businesses can free up valuable time and resources to focus on their core operations.


A guide to outsourcing recruitment

Outsourcing recruitment involves partnering with a third-party talent acquisition services company to manage your hiring needs. This approach can take several forms, including Recruitment Process Outsourcing (RPO), where the agency effectively becomes your company's external recruitment department, and contingent recruitment, where the recruitment partner is only paid when a placement is made.


The outsourcing recruitment process

Now, let's delve into the sequential steps you'll navigate when you choose to outsource your recruitment process:

1. Identifying the need

This is where the process starts - acknowledging the need to hire new talent and realising that outsourcing could be the best way to achieve it.

2. Selecting a talent acquisition service provider

The company then chooses a talent provider that aligns with its needs and values. This can involve evaluating their experience in the industry, understanding their recruitment strategies, and checking their track record.

3. Setting the terms

Once a service provider is selected, the terms of the agreement are set. This includes what roles the partner will fill, their responsibilities, payment terms, and the expected timeline.

4. Job descriptions and specifications

The talent service provider will work with the company to create detailed job descriptions and specifications and headhunt the most relevant candidates from other companies.

5. Sourcing candidates

The partner then leverages its resources and network to source potential candidates. This could include job postings, headhunting, networking, or tapping into their existing talent pool.

6. Screening and shortlisting

The talent service provider screens the applications, conducts initial interviews, and shortlists potential candidates.

7. Final interviews and job offers

Shortlisted candidates are presented to the company for final interviews. The service provider partner may also handle job offers and negotiations.

8. Onboarding

Depending on the agreement, the partner may also help with onboarding, ensuring a smooth transition for the new hire.

Clearly, when outsourcing recruitment, the talent acquisition partner shoulders the majority of the burden in terms of candidate sourcing, conducting interviews, and overall management. Now, let's delve into the intricacies of the in-house recruitment process. This will enable you to make an informed decision on which strategy is most advantageous for your organisation.

The in-house recruitment process

Conversely, in-house recruitment involves leveraging a company's own personnel and resources to execute the hiring process. Let's walk through the stages you'll encounter when adopting an in-house recruitment approach:

1. Identifying the need

Similar to outsourcing, in-house recruitment starts with recognising hiring needs. After an audit to identify company gaps, new hires are sought either for rejuvenating talent to meet goals or for team and operational expansion. The success of these hires is crucial to prevent potential strategy failure.

2. Job descriptions and specifications

The HR department or hiring manager will create job descriptions and specifications. However, in-house recruiters may lack expertise for new roles, potentially leading to hired candidates feeling dissatisfied if job realities diverge from their expectations.

3. Sourcing candidates

The company will then post job adverts on its own website and job boards and potentially use social media or employee referrals to attract candidates.

4. Screening and shortlisting

Applications are screened by the HR department or hiring manager, and potential candidates are shortlisted.

5. Interviewing

The company conducts all interviews, whether initial phone screens, group interviews, or final one-on-one interviews.

6. Job offers

Once a candidate is selected, the HR department or hiring manager will extend the job offer and handle negotiations.

7. Onboarding

The company manages the onboarding process, introducing the new hire to the team and setting them up with the necessary tools or training.

While potentially demanding regarding time and resources, this approach provides a high degree of control and customisation. It allows the company to consistently maintain its brand image and culture throughout recruitment. 

Yet, it's important to remember that the responsibility for each step in this process rests squarely on the company's shoulders. Therefore, an effective in-house recruitment strategy requires dedicated resources, a well-equipped HR team, and a firm grasp of best practices in recruitment and selection.


The benefits of outsourcing recruitment vs using in-house resources

There are several key advantages to outsourcing your recruitment efforts. Let's take a closer look at some of the main benefits:

Access to expertise and resources

With their expertise in identifying and retaining top-tier talent, talent acquisition firms provide an invaluable resource for businesses. Beyond managing the hiring process, these firms offer added-value services such as salary benchmarking. Their grasp of industry standards and evolving trends ensures your company's competitive edge in attracting high-calibre candidates.

Companies like Emerald specialise in sourcing for high-level roles like C-suite executives and Vice Presidents. Their understanding of such individuals' unique needs and motivations facilitates smoother negotiations and increases the likelihood of securing these professionals.

They're not just looking at active job seekers but also headhunting passive candidates - those already excelling in the role you're looking to fill at another organisation. This strategy can bring highly experienced, already-proven professionals into your company.

With an expansive network of job seekers and professional contacts, these firms can source talent promptly, often reaching beyond what traditional in-house methods can achieve. They also have efficient interviewing processes in place, ensuring only the most suitable candidates reach the final stages of hiring. 

Cost savings

Recruiting new employees is costly and poses a significant risk if the wrong decision is made. One of the most substantial expenses a company can face is the repercussions of a poor hire. The costs are far-reaching and include lost productivity, time spent on repeated training, the negative impact on team morale, and the potential loss of business opportunities. Especially for startups, these missteps can be financially devastating.

Statistical data shows that the cost of a bad hire can be up to 30% of the employee's first-year earnings. Moreover, should the employee become disgruntled or prove to be the wrong fit, the cost of going through the process again can escalate quickly.

However, outsourcing recruitment to expert talent acquisition companies can significantly mitigate these risks. They streamline the process and leverage their resources to ensure a more accurate fit. They conduct extensive candidate screening and meticulous evaluations to match the right talent with your company's needs and culture.

Moreover, many of these talent acquisition firms work on a contingency basis, meaning you only pay for their services if they successfully fill a position. This arrangement and the reduced risk of costly hiring errors lead to substantial cost savings compared to maintaining full-time, in-house recruiters.

Time savings

Recruitment is a critical yet time-consuming process, especially for smaller businesses or organisations with limited HR resources. In today's fast-paced business environment, speed in hiring can greatly affect a company's competitive standing.

For instance, swiftly hiring a local representative to launch a product in a new market is crucial. Delay could mean losing potential market share to competitors who get there first. Similarly, quick recruitment and onboarding of product and development teams are key to staying on track with product delivery timelines.

In addition, candidates often engage in multiple interview processes simultaneously. A slow recruitment process increases the risk of losing potential talent to faster-acting competitors.

Outsourcing your recruitment to a specialist agency helps streamline these processes. This saves crucial time that can be redirected toward strategic activities like business development and employee management.

Flexibility and scalability

Outsourcing recruitment allows your organisation to scale its recruitment efforts up or down as needed. For instance, you may need to ramp up hiring during periods of rapid growth or temporarily scale back during slower periods. By partnering with an external talent services company, you can quickly adjust your recruitment strategy without hiring or laying off in-house staff.

Improved candidate experience

Recruitment agencies have the resources and expertise to create a seamless and efficient candidate experience. This can lead to higher satisfaction among job seekers and a better overall perception of your company in the job market. A positive candidate experience can also increase the likelihood of top talent accepting your job offers.

Transform your talent acquisition with Emerald

In today's fiercely competitive business landscape, finding the right talent is not just necessary; it's a driving force behind a company's success. This is where Emerald comes into play, offering a comprehensive suite of talent acquisition services. As a global leader in the field, Emerald represents the ideal partner for outsourcing your talent needs.

Emerald’s global reach

Emerald operates globally, ensuring you have access to the best talent, regardless of geographical boundaries. This means your business is no longer confined to local talent pools but can leverage a wealth of skilled professionals worldwide.

Tailored talent solutions

At Emerald, we offer a one-of-a-kind end-to-end solution that combines EOR services and talent management. Unlike other companies, we handle the entire employment lifecycle, including sourcing, hiring, onboarding, and payrolling. Emerald’s integrated approach eliminates the need for multiple partners and allows our clients to focus on day-to-day management while accessing a global pool of candidates. With ready-made entities, we can legally hire candidates on our client's behalf, regardless of location.

Executive search

Emerald's executive search service is particularly noteworthy. This service allows businesses to secure high-level talent for critical roles. The process isn't just about finding someone with the right skills; it's about securing leaders who will drive your company's vision and create value.

CV as a service

Emerald's CV as a service takes the pressure off the early stages of talent sourcing. This service helps build your database with high-quality professionals that go beyond your immediate network. It's about expanding your reach and ensuring you have a rich pool of talent to draw from when you need it.

Ideal for pre-IPO and private equity-backed tech businesses

Emerald has carved a niche by specialising in talent solutions for pre-IPO and private equity-backed technology businesses. They understand these businesses' unique needs and challenges and offer tailored solutions to match.


The Emerald advantage

Emerald stands out in the crowded talent acquisition marketplace due to its comprehensive suite of services, personalised approach, and global reach. By partnering with Emerald, you ensure your talent acquisition process is in expert hands. It's not just about filling vacancies; it's about securing the best talent to add value to your business and drive success that would not usually be available.

Ready to take your talent acquisition to the next level? Get in touch with Emerald today and transform your hiring process. Reach out to our team to learn more about our suite of services and how we can tailor them to your needs.

Mike Jones

Mike has overall responsibility for defining the future path of Emerald Technology as it grows and develops year-on-year, along with driving the success of all internal teams.

End-to-end recruitment FAQ's

What locations do Emerald search, hire and payroll in?

We offer a limitless solution. We source, onboard and payroll employees in every region worldwide (except sanctioned countries.)


Who are Emerald’s customers?

We support Pre-IPO, VC or PE backed technology start-ups. We are a trusted partner to some of the most innovative and globally recognised technology companies since 2000.


How quickly can Emerald onboard employees?

We can compliantly onboard employees on average of just 24-72 hours.