Moving to an Internal Recruitment Model
HR teams and Hiring Managers want the same thing. World peace, George R.R. Martin to finish writing ‘A Song of Ice and Fire’ and good quality hires made quickly. Where they differ is the cost. The one thing the Hiring Managers worry less about is the budget. They are asked to do a job and to do that they need top quality candidates to hire.
I will outline a few of the potential reservations that Hiring Managers could (and probably will) have if you plan to insource your recruitment and give you a couple of tips to smooth out this process.
The need for speed.
We all know the downsides of working with agencies, you hear people complaining about them all the time. However, good recruitment consultants spend a lot of time talking to relevant candidates, keeping tabs on who is looking to move. That means they can act quickly. Threaten to take that away and you might have a protest on your hands. Not the chain yourself to a tree and shout kind of protest but maybe a disgruntled email or two with the light undertone of discontent.
Quality of candidates.
Hiring Managers are used to a certain quality of candidate from their recruiter. When you look to replace this model with an internal team their concern will be that the quality of candidate put forward will decrease. This would then make their job more difficult. It comes down to the standard resistance to change. They are used to what they have, it works for them. It's expensive so needs to change but without stopping them being able to hire top quality candidates without delay.
What you can do
Definitely avoid a hiring freeze; recruitment agency freeze or anything that involves drastically reducing the temperature. If you do that you create way more problems than you solve and will cost yourself a lot more money in the end. You will lose people as workloads increase because there are no new people. When you decide to defrost the budget and hire again you have to rebuild all the momentum you have lost and essentially start from scratch finding candidates - which takes a lot more time.
Allow time for the transition. Insourcing is a project and it should be treated like one. That means setting a time specific plan whereby certain vacancies (the easer ones initially) are insourced - allowing time for talent pools to be built up for your harder to fill areas, these candidate pipelines don’t land overnight. You should continue to use recruitment agencies for your harder to fill roles and slowly bring all that activity back in-house as part of the programme. Your Hiring Managers should be informed of the plan, the timelines and should know how much budget they have remaining to work with. You can help them to prioritise accordingly. This is important for every manager but essential for target carrying managers i.e. Sales, who will be worried about the impact this can have on their numbers (and therefore their pocket money).
Get a couple of Hiring Managers involved in the insourcing project. There are always a couple of managers who have been around for ages that everyone trusts (or a couple of really loud ones). Bring them into the project as advisers, make them part of the process. Then they will support you when it comes time make the changes. This can make a massive difference and help minimise your change-is-scary headaches from other managers.
Finally, internal communications is super important. Get the managers comfortable that you will be putting the recruitment in the hands of well qualified industry experts. Let them know the screening will be even tighter than it was before and just as quick. Also, get a couple of hiring mangers involved in the interviews.
So there's a few tips to help you on your insourcing mission. There are a lot more challenges to come so don't think this is the easy part!