By Susie Rogers, Director, Rusher Rogers Recruiting
In-house vs Outsourced Recruiting
For those firms that have a team of dedicated HR/recruitment professionals focused on identifying and securing talent, an in-house recruitment model sounds appealing and there are savings to be made on reducing agency spend. The only thing is though, what happens when there is no longer a need to recruit? Is the in-house recruiting team a bit of a one-trick-pony? Do you run the risk of having highly paid recruiters on your permanent head count, while they sit on the bench waiting for the next recruitment drive? Contractors I hear you say, but how do you stop your IP walking out the door, perhaps to your competitor, when their contract concludes?
One of the disadvantages of an in-house model is the time it takes to manage an end-to-end recruitment assignment whilst doing your day job. Another is that you only have one brand to spruik. Does your brand attract the people you want? See my previous post on ‘Have you got your house in order?’The obvious advantage of outsourcing your recruitment need is greater access to candidates. Partnering with a trusted recruitment agency can be worth its weight in gold as more and more, recruitment agencies shift their focus from the traditional model of being principally client focused to predominantly candidate focused, with a common mantra, if we have the candidates, the clients will come.
While the recruitment landscape has irreversibly changed as technology has opened up greater access to candidates to all like never before, there is a place for all. The exciting thing is that you will see even better value and a broader suite of services coming out of smart agency recruiters as they respond to the demands of this changing landscape. Partner with one of these and your firm will stand to benefit.
Is recruitment a critical issue for your firm? Then let us know! The ALPMA/Rusher Rogers Australasian Legal Industry Salary and HR Issues Survey aims to identify the critical HR issues facing law firms and benchmark salaries paid for more than 70 roles at law firms across the region. The survey is open for participation by all Australasian law firms until Wednesday 30 April and participating firms will receive the comprehensive report for free. Find out more.
About Our Guest Blogger
Susie Rogers is a recruitment specialist with almost 18 years at the helm leading an experienced team at Rusher Rogers Recruiting, 11 years of which has focused on recruiting and finding talent for the legal sector.
Established in 1996, Rusher Rogers Recruiting has invested almost 18 years developing a comprehensive candidate network using a complex, robust and successful sourcing strategy to identify and manage that talent network, placing them in the best position to find the talent when its needed.