Some organisations prefer to run their own recruitment process. Here’s a summary of the key considerations of DIY recruitment.
Time
Yes, DIY will save you a recruitment fee. However, the question is: Do you have the time and expertise to invest up to 520 hours in making sure you’re finding and attracting the best and the brightest?
No leader or hiring manager has that time available. Even an in house talent acquisition team is unlikely to be able to invest that much time.
The next question becomes: Without that time available, do you run the risk of simply hiring the next available person? Choosing the most convenient or easiest option (because you have to get back to your day job) rather than finding and engaging the best of the best?
Advertising costs
If you’re going to run your own recruitment process, you need to factor in advertising costs on job boards, social media and perhaps industry network sites and other places where your ideal talent spend their time online.
Compliance costs
Be sure to factor in the costs of checking candidates’ visas/rights to work, criminal history, and professional references.
Your sanity
Most leaders report they don't have enough hours in the week to dedicate to a detailed and rigorous recruitment process. All leaders and hiring managers juggle competing priorities and recruitment is not your core job.
Opportunity cost
Remember, every single time you hire is an opportunity to upgrade and transform. To set the path for the future of your business. There are many costs associated with making the wrong hiring decisions - a missed opportunity could be the most profound.
Making the wrong hiring decisions could keep your organisation standing still, suffering from the same issues year after year.
It stands to reason that finding the right [best] talent is still the number 1 thing on every CEO’s agenda.
Good recruitment is a highly strategic process. Kingston Human Capital is deeply committed to delivering the best hiring outcomes for our clients, every time.
