Internal Recruiting With cph - Significant reductions in Recruitment Expenditure

Recruiting is evolving and with it the desire to use agencies is diminishing through an increase of internal recruiting. It is being widely recognized that having an internal recruiting capability can add huge value to a company, if it is run properly. An internal recruitment capability can ultimately source better candidates more quickly at a lower cost, provided they have a well-designed and well-managed Candidate Direct Sourcing model. Having a strong internal recruiting capability can truly deliver a ROI any company would find extremely compelling.

Nowadays organisations have a choice, if they are of the right size. Headcount volumes tend to determine which option to take - Recruitment Process Outsourcing (RPO) has its place but so does the option of building your own ‘in house’ internal recruiting capability, or using a recognized leader in internally managed direct sourcing solutions such as cph.

cph has provided numerous companies with their own internal direct sourcing capability over the past six years. It has delivered savings to its clients of more than £3million compared to an agency dependent sourcing model, and provides significantly more savings than the ‘traditional’ RPO providers, who still rely heavily on agencies to supplement their off-site and/or offshore resourcing.

Building an in house or internal recruiting model, or an internal direct recruiting model, is not without its challenges. By far the largest is finding the right recruiters who can both work within a corporate environment and directly source candidates in a consistent and effective manner. To simply hire a recruiter from an agency and expect them to advise senior managers, and manage the politics, policies, processes and procedures effectively, whilst directly sourcing candidates is a big ask. Most will not be up to it. In fact, nearly all companies who have tried employing their own internal recruiters are still using recruitment agencies, incurring considerable expense. This is because those companies have not invested sufficiently in ensuring that they have sourced the best recruiters, or once they have hired them that their recruiters are trained in direct sourcing, and are able to effectively coach and manage hiring managers during internal recruiting campaigns. In addition, a key part of any internal recruiting capability will be the use of sourcing tools - multiple Job board advertising and database access; LinkedIn corporate recruiter/RPS accounts - which combined require significant investment to be made in creating an internal recruiting capability. Investment that can only be recovered through savings made by the recruiters recruiting directly.

All of cph’s recruiters are trained and experienced in recruiting in a corporate environment. cph provides a solution that includes all of the recruiting resource and all of the tools that they need to be successful, providing an internal recruiting and direct sourcing recruiting capability for its clients.

Is an in house internal recruiting capability the best way to go? - We truly believe so. Why give the provision of your most important asset – your staff - away to an offsite/remote recruiting provider.

cph has proven that an internal recruiting capability that can source effectively, without the use of agencies, is simply the most efficient and cost-effective way to recruit. Internal recruiting will deliver significant value in the form of cost reduction; freeing up valuable management time; reducing tine to fill roles, and in time reducing first year employee attrition.

Having your own capability will mean you can directly identify, qualify and hire top talent when needed, in line with the company growth plans. Furthermore, being able to build a talent pipeline ahead of demand will ensure that your services or products can be sold and supported exactly when required with little or no delay. A well run internal recruiting capability will provide you with a business asset that can deliver quantifiable benefits returning on the initial investment many times over. The benefits an internal recruiting capability will deliver include:

• Improved Time to Fill role
• Reductions in first year employee attrition
• Significant reductions in recruitment expenditure
• An improved employer brand and a better ‘candidate experience’ for all applicants
• Freeing up valuable HR and management team time and resources
• An improvement in candidate quality

It is now widely acknowledged that internal direct recruiting is simply the most effective way to recruit. So you have a choice, do you build an internal recruiting capability yourself or work with a provider who can mobilise quickly, deliver a return on investment sooner, and has an established track record of providing internal recruiting solutions for companies both in the UK and across the EMEA region?

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