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Why consider direct recruitment?

Written by Kimberley Startup | October 20, 2014 | 1 Comment
Thinking-concept-BSMany HR managers have, at some point, considered the idea of bringing their recruitment in-house; consolidating all their suppliers and harnessing a stronger grip over their entire recruitment process.
When HR teams begin mapping out the stages associated with making this transition it can often seem very daunting and, as such, many teams quickly brush away the idea and mark it down as a pipe dream. But with rising pressure on HR teams and in-house recruiters to achieve strategic goals and reduce their reliance on costly recruitment agencies, there is a strong case for considering a direct recruitment solution.
If you are still on the fence of considering a direct recruitment solution for your business, below are some of the key reasons Webrecruit encourages businesses to embrace managed recruitment:

Centralise your recruitment

Quickly gain far greater control. By reviewing your full recruitment process, pulling it all together and managing it in-house and in partnership with a small selection of suppliers you can monitor your recruitment from start to finish.

Reduce your reliance on agencies

Don’t expect to be able to shift your reliance overnight but as your internal set up strengthens, you can expect to greatly shift the ratio of agency usage to direct hiring. Over the years Webrecruit has helped many clients move from 90% agency use to as low as 10% or less.

Implementation of your own recruitment software

One of the key recommendations Webrecruit advises clients who are looking to bring recruitment in-house is to implement a recruitment technology system, such as an applicant tracking system. With functionality including posting to your own careers site, automated candidate communication, and reporting, it can be a great piece of kit to invest in to ensure your team can manage your direct recruitment with ease.

Consolidate your job board resources

Managing multiple job board contracts can often become a laborious task. By implementing recruitment technology as part of your direct recruitment strategy you will then be able to report on the success of each individual resource and consolidate your efforts based on the results.
Also, by working in partnership with a recruitment company that uses multiple job boards, you can hand this all over to a trusted supplier – giving you time to focus on more strategic tasks.

Build your own talent bank

Bringing your recruitment in-house will ultimately enable you to become closer to your talent. By implementing recruitment software you can collate all your candidate data within one platform.
Also, a careers site/ATS system allows you to set up a ‘register your interest’ functionality meaning candidates can join your talent pool in hope you will have a role suited for them in the future.

Develop the company’s employer brand

Another prevalent reason for considering direct recruitment is the possibilities it presents for enhancing your employer brand. Branded recruitment advertising, branded application landing pages and branded email communications are just some of the ways you can begin strengthening your branding when you make the transition to direct hiring.
A direct recruitment strategy comprises a number of different, interlocking elements. Making this transition is something that will take some serious planning and time, but with benefits as these 6 listed above, it is worth considering and assessing the difference it could make in the long term.
Need a helping hand? Webrecruit works with HR managers and in-house recruiters, aiding them to build a robust and flexible direct hire framework from the ground up. Request further information today on Webrecruit’s managed recruitment solutions and get ready to source faster, reduce your cost-per-hire and much more.

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