[Part 2] In-House, Agencies, and Beyond: A Guide to Talent Acquisition Solutions in 2022
Part 2: In-House Talent Acquisition Team
Guide to TA solutions in 2022.
If you anticipate the need to make many hires in the next 6-24 months, the quality control of an in-house solution likely merits making it the backbone of your TA strategy. Similarly, if your company has a unique value proposition that requires some sophistication and nuance to effectively pitch to candidates, an in-house or embedded talent solution is usually most appropriate.
“A strong in-house team is generally the foundation of any successful TA strategy.”
By leveraging an embedded solution like an in-house team, you also benefit from their exclusive allocation to you. They will not spend any time working for or sharing precious candidates with other clients, and you can control their onboarding and training to standardize your approach to talent acquisition.
A strong in-house TA team is often the bread and butter of a high-functioning staffing operation. And although many of us have been in-house recruiters for years (even decades!), an optimal TA solution generally includes enough in-house recruiters to handle backfills and evergreen needs, paired with additional support needed to manage temporary hiring spikes and seasonal volatility.
In other words, having a strong internal TA team tends to be all but required for any mature organization, but supplementing the workforce with one or more additional TA solutions is often a more sustainable, flexible approach long-term.
“Teams comprised exclusively of in-house recruiters typically take longer to meet hiring goals than their hybrid counterparts.”
Data we've collected from several clients over the years suggest that teams comprised exclusively of in-house recruiters typically take longer to meet hiring goals than their hybrid counterparts. This phenomenon has been observed in data provided by clients in SaaS, fintech, healthcare, biotech, crypto, and many other industries, suggesting that the trend is domain-agnostic.
Finally, having a team that is disproportionately comprised of internal, full-time recruiters can:
lead to unnecessary layoffs and full-time attrition when hiring slows down.
incur the additional cost of healthcare and other benefits on top of base salary, bonuses, and other compensation; depending on the size of your internal (FTE) team, this can quickly become a major expense.
With all that said, it is worth mentioning one more time that a strong in-house team is generally the foundation of any successful TA strategy. It is important to have people who:
know your company like the back of their hand,
are fully invested in your success, and
whom you can train and coach to solve dynamic staffing problems over time.
To learn more about other talent acquisition solutions, continue reading Part 3 of this blog series.