Cooperation with recruitment outsourcing companies is not always better than hiring internally, but in many cases, you can benefit greatly from it. When used at the right time, it will cut hiring expenses, help you land skilled candidates much faster, and make your internal business processes more efficient.
A tech recruitment agency takes the hiring and HR functions off your shoulders, meaning you don’t have to build recruitment pipelines, communicate with candidates, and have other burdensome responsibilities. Your only task is to set the requirements and select the best matches from pre-vetted candidates.
7 Cases When a Tech Recruitment Agency Is More Efficient than Hiring Internally
Recruitment process outsourcing (RPO) yields great results when you don’t have internal tech recruiters or they cannot meet your current hiring needs for any reason. Here are the main cases when engaging with a recruitment agency pays off, alongside the benefits of outsourcing the recruitment and selection process.
#1. Peak recruitment load
If your HR team and recruiters suffer from periods of overload, consider delegating tasks to an external provider. Peak recruitment times usually happen at the beginning of the year when new budgets are approved, and companies need more people to meet new targets. You may also face tech recruitment cycles specific to your industry. For example, if you work in EdTech, you may need to release the product by the start/end of an academic year, which puts more pressure on recruitment.
#2. Challenging positions
Delegating in recruitment is particularly efficient when you deal with highly demanded and rare tech positions. A recent HackerEarth report shows that full-stack developers are the most challenging to hire, followed by ML, Blockchain, and data science experts, the buzzword technologies that have gained popularity in the last 5 years. Even though web development (36%) and AI/ML/Deep learning (35.2%) are among the skills many engineers are keen to acquire, the demand for them is still high.
How does it impact tech recruitment? Hiring under local market scarcity with internal resources takes too much time and effort. Therefore, delegation and outsourcing have become excellent solutions for challenging positions. Recruitment outsourcing companies have well-established hiring processes and large databases of candidates to fill rare positions quickly. They can also help you hire in remote locations, where the competition is less fierce while the quality of candidates remains high.
Source: HackerEarth
#3. No need to have an internal recruitment team
If you are a startup, a small business, or don’t have tech recruiters because there is no need to hire frequently, delegating HR functions and recruitment is just for you. Companies like Sunvery can take complete care of all the hiring and onboarding stages. We can also build a remote tech team with a buy-out option, providing them with all the necessary equipment, managing taxes, payroll, and other chores. While you assign engineering tasks, we handle administrative and tech recruitment processes.
#4. Tough deadlines
When you must release a product by a specific date but cannot find new team members as fast as you need, consider external tech recruitment. Third-party recruitment companies ensure impressive speed, like offering the first candidates in several days. Another case in which you should engage recruitment outsourcing companies is when you get a big new client who expects you to start a project as soon as possible. Professional recruiters will help you meet the client’s expectations and build a team within pressing deadlines.
#5. Recruitment for senior roles
Finding qualified candidates was the most important challenge for recruiters when hiring engineers last year. Recruitment for senior roles is even more problematic as experienced software developers are less likely to switch jobs and are less open to new offers. That’s why delegating tech recruitment to an agency is particularly effective for senior and C-level positions. Agencies hire tech recruiters with decades of experience who know how to approach different categories of candidates and what can convince them to apply for a job.
#6. High turnover
The average employee turnover in the tech field is 12.9%, which is already a lot and signals that a large share of employees holding valuable knowledge leave. If your company has high turnover rates, especially among newly hired employees, something must be wrong with recruitment and management. Outsourcing hiring choices to a tech recruitment agency can be a practical solution to improve employee retention and hire people who really match your corporate culture and expectations.
#7. New office opening
When your business grows and expands to new markets, tech recruitment needs also surge. You will likely need to hire dozens or even hundreds of people in a short period. Since in-house recruitment teams usually cannot manage such a scope of work, you should scale your agency with external help. Besides quicker hiring, another significant advantage is that third-party tech recruiters may have better knowledge of your newly entered market and help you with legislation and tax difficulties.
6 Steps to Choose a Reliable Recruitment Agency
Once you decide to delegate work to a tech recruitment agency, you must carefully consider whom to cooperate with. These simple steps will help you make the right choice.
- Analyze your business needs
Before scanning recruitment outsourcing companies, you must understand your internal recruitment needs. Are you looking for an agency to hire people in your location? Are you open to offshore outsourcing? What is your budget? Do you need someone to grow your in-house team or maybe a dedicated team with a buy-out option? Answering these questions allows you to set clear expectations and requirements.
- Ask for recommendations
Contact several colleagues from your field and ask about their experience with tech recruitment outsourcing. They will share the contacts of trusted agencies and tell you more about the critical nuances of outsourcing.
- Do your own research and check reviews
Browse web resources like Clutch for recruitment and HR outsourcing options with verified reviews. Visit these companies’ websites to check the case studies and learn more about their services.
- Arrange calls with 2-3 best matches
Talk to tech recruitment teams before signing a recruitment agency agreement and sending your contract data. Trust your gut feeling, but also ask about their hiring approaches, experience, and skills. We recommend arranging calls with 2-3 best matches.
- Ask for similar hiring cases and specific numbers
When it comes to tech recruitment, it’s not about luck. Professional recruitment outsourcing companies should be able to provide you with specific numbers and timelines, giving you a clear idea of when to expect the first candidates and hires. You should also request detailed information on cases like yours to make sure the agency has relevant experience.
- Analyze cooperation conditions and make the choice
Gather several final offers and pick the agency with the best price-quality ratio. Be sure to consider hiring speed, flexibility of cooperation, experience with the necessary categories of candidates, and the transparency of recruitment processes.
Sunvery for Tech Recruitment Services
Sunvery is a tech recruitment & staffing company offering services in 80+ countries across the globe. With the 25-day average time to hire, it’s a perfect option for businesses under pressing deadlines and those growing rapidly. The Sunvery team specializes in the tech field, with two main cooperation options: standard recruitment and staff augmentation. You can ask us to hire specific specialists or build a remote engineering team with full operational support.
Contact us to learn how outsourcing HR tasks and recruitment to Sunvery can benefit your business.