When a company has a job vacancy to fill, they have a decision to make on whether to recruit for the position internally, or look to involve an external recruiter instead. However, there are advantages and disadvantages of both, meaning it often comes down to the preferences and circumstances of the particular company in question. There are several factors which will determine the end decision, some of which are outlined below:

What is the actual requirement?

Whether a company decides to recruit internally or externally, it is often heavily influenced by the actual requirement itself, and how much experience they have had of recruiting for the position in the past. If they have had previous success in recruiting for the said position, it is more likely that they will opt to try and fill the vacancy themselves. On the other hand, if they have never recruited for the position before, they may trust an external recruiter to find more suitable candidates. Furthermore, it also depends on how easy a company believes they can fill the requirement, as the more challenging they think the role will be, the more likely it is that they will turn to an external recruiter to take advantage of their specialism in the area.

How much money do you want to spend on the placement?

An important consideration for a company is how much money they are willing to spend on the hiring of a suitable candidate. If a company is looking to spend as little as possible on the process, then you would imagine that they would look to fill the position internally. However, this is not always the cheapest route. Even though it can cost a substantial amount of money to a company of utilising a recruitment agency, the cost of recruiting internally cannot be completely ignored. This is because of the disruption recruiting internally can cause a company, which can often lead to a loss of money. The reason for this is that current important staff members are required in the hiring process, meaning they are taken away from their usual responsibilities. As a result, that area of the business can often be disrupted, leading to productivity and profits taking a dip. Therefore, it can be more convenient for a company to use an external recruiter, but it depends on the individual circumstances of a company.

How quickly do you want to find a suitable candidate?

Another factor which is considered by a company when deciding whether to recruit for a vacant position themselves is how quickly they want to find a suitable applicant. If a company wants to find a candidate quickly then it is more likely that they will turn to an external recruiter. This is because they should already have a pool of potential candidates for the role, meaning they can be interviewed at a faster rate. Furthermore, the recruiter should also be faster at finding the right candidate due to the experience they should hold in the specific industry sector. However, if the position is not in urgent need of filling, then a company is more likely to carry out recruiting practices themselves. A major reason for this is that they can afford to be patient in finding the right person, and they don’t have to pay a recruiter to do the work for them.

What type of industry do you work in?

Often a major consideration for a company is the industry sector they operate in. This is because of the variation in the number of recruiters that are available across the various industries. If you are working in industries such as engineering, technology or IT, it would often be wise to take advantage of external recruiters, as they are likely to have a database of potential candidates already lined up. This would mean the speed of hire would likely be shortened, something that could be very important to a company. On the other hand, if you work in an industry that is less specialised, then it is often better to do the recruiting yourself, as you will probably be just as effective as an external recruiter by posting the job role on your website and across some of the job boards.

Therefore, there are several considerations that a company has to make before coming to a decision on whether to use an external recruiter to fill a job requirement they have, or whether it would be best to recruit for the position themselves. Even though there are pros and cons of utilising either option, it often comes down to the individual circumstances of a company. So make sure you make the right decision!