The first decision when we have to fill a vacancy is whether to take advantage of the talent we already have or whether to venture into the external search.

Both possibilities have their advantages, but in this blog post, we will focus on the benefits of hiring a recruiting company.

            1. Access to more talent

One of the main advantages of filling a vacancy with external talent is that we raise borders and open our search to a whole universe of candidates.

This sounds wonderful, but knowing how to look for the ideal candidate is not easy, so it is always worth considering the possibility of outsourcing, this always increases our chances of finding a professional with the skills and knowledge required. The need to outsource a selection process will depend on many variables; the complexity of the profile to be covered, the capacity of the company to assume this task, the importance of the position, etc.

           2. Savings in training

The first advantage leads us to this second point. If we manage to find the perfect candidate we will not need to invest money training him in the skills and knowledge necessary for the position. We will have it ready to work with a good “onboarding” program that guarantees the good incorporation of the new employee to the company.

           3. Fresh air

The external professionals that we add to our human team always arrive with a new air that refreshes the atmosphere. For a while they will be able to observe the company from a distance, providing a new vision of the business and new ideas. In addition, the new incorporations arrive with knowledge and ways of working acquired in other companies that can enrich enormously to the development of the business and to our way of working.

          4. It allows for the strengthening of diversity policies

When hiring external personnel, we can direct our recruitment policy to increase the diversity of our workforce.

More and more companies are realizing the benefits of having people from different backgrounds, cultures, gender and social class. There are many studies pointing to the fact that having a diverse workforce increases productivity. For example, research by McKinsey & Company speaks of a clear increase in profits. The analysis ensures that companies with gender diversity are 15% more likely to achieve better results. In the case of ethnic diversity, the chances of obtaining more benefits are increased by 35%.

         5. More competitiveness

For key positions, such as certain managerial positions or highly specialized jobs, it is usually a strategy to hire a competing professional who we know is getting good results. In these cases, you have to be extremely careful with confidentiality and discretion. If the company already has contact with the person can try to approach directly, but if not it is more than advisable to go to an external recruiter.

        6. Positive impact on the morale of your employees

If you make an internal selection to fill a position, employees who do not get a promotion are likely to be disappointed and sometimes even create some opposition or resistance to the selected colleague.

Choosing to recruit an external candidate can save you these problems, but it is important that the skills of the new recruit are indisputable and unquestionable, and that they’re fit within the company and the team is excellent.

So what did you learn in this blog post? When do you choose to recruit external talent, what process do you follow? Have you ever outsourced it?