Is It Really Worth Running Your Own Recruitment Campaigns


A company is only as successful as the people it employs. In a market where there is growing competition for talent finding the employees that will take your company forward is increasingly challenging. ‘Talent’ is often a company’s greatest cost and investment so it’s important that you make the right recruitment decisions.


One of the first decisions you will make when you are looking to recruit is; “do you outsource your recruiting and use a specialist consultancy or do you do it internally?”


Companies choose to do their own recruitment stating the fees consultancy’s charge as their main reason. Today I want to pose the following question, “Is doing your own recruitment a false economy?



Let’s look at the options.


Do your own recruitment


I often hear it said that it is a great deal cheaper and often much more effective to use an in house recruitment process.  After all no one will know your company, its culture, values and needs better than you. You will know when a candidate does or doesn’t fit your culture.


Just like a recruitment consultancy you can advertise on job boards and market your vacancies in a variety of ways including tapping into your industry network. Being honest, the cost of marketing a vacancy is probably the least costly part of the recruitment process. Where the real cost lies is in the ‘time’ it takes to implement a process that delivers the best candidate for your role.


An ideal recruitment process involves just some of the following stages:

  1. Create the job description
  2. Advertise / market the job
  3. CV sifting
  4. Possibly telephone screening
  5. Plan first interviews
  6. Plan second interviews
  7. Make an offer
  8. Prepare a contract and send it
  9. Candidates accepts
  10. Plan on boarding



Of course this is a simplified process, yet consider for a moment how many stages the hiring manager maybe involved in? Depending on the size of your company and what recruiting resources you have it could be a few as 4 or as many as all 10 or more of these stages.


How many hours could this potentially take?


If for example you are a senior manager or director of the business earning £120k per year, is this a good use of your time and salary you are taking?


Now consider the advertising and marketing of a role. A company will receive applications from candidates on job boards and their own internal industry network. This often results in companies finding the best candidates available on the market rather than the best candidate. While you may succeed in finding just the person for you, too often you may end up re advertising and the whole recruitment process takes longer, with a growing impact on the business.


The team at humres often have clients get in touch because they have pursued internal recruitment first and they just can’t get the quality of candidates they are looking for. So rather than this being the case why not consider working with a specialist consultancy from the outset.


Here’s 7 Reasons Why Doing Your Own Recruitment Is a False Economy

    1. As you develop a relationship with an consultancy a ‘good’ one will invest time understanding your business, culture and needs. Yes this requires an initial investment of time on your part yet this pays off over time, it also means that the consultancy positions themselves to go and find a candidate who truly meets your brief.

    3. The network of candidates and market knowledge that a specialist consultancy has will be far broader and deeper than a company’s own recruiting team. An consultancy has a vast network and detailed processes to find your perfect ‘fit’ prospective employee who just isn’t looking. A good consultancy maps talent and they know who the rising stars are.

    5. The whole recruitment process can happen for quicker when using an consultancy. As a result you have your ideal client in the business and starting to add value and contributing far quicker.

    7. It is the consultancy that will invest significant time sourcing candidates, screening CV’s, doing screening interviews saving you the client a vast amount of time and energy. This allows you
      to focus on your key priorities moving your business forward while your consultancy takes care of the initial stages of the recruitment process.


    9. In circumstances where counter offers are made, a specialist recruitment consultancy will again be able to use their market knowledge and experience to influence the candidate that when counters offers are made and accepted, over half leave their company within six months.

    11. If you don’t hire you don’t pay and throughout the whole process you have been able to focus on your day job


    If you are struggling to find good quality talent, if your new hires aren’t staying and you recruited them using an in house team, perhaps it’s time you talked to a specialist construction recruitment


    Best regards