When it comes to finding hidden talents and picking diamonds out of sacks of coal, Human Resources have two options. They can either hire a Headhunter to help them recruit some of the finest employees, or they can rely on their in-house staff to do everything from short listing candidates to taking interviews.

However, narrowing down both, each option has its own pros and cons. It is important to know about both sides of the coin. Let’s break down both options and weigh which choice is more beneficial for an organization’s perspective to hire.

Pros of Hiring Headhunters

There are several advantages of hiring Headhunters to help recruit employees.

1. Narrow Candidate Searches

Headhunters have a list of candidates with additional information like expected salary range, hours available, availability on weekends, etc. In-house staff does not have access to such information as these are not mentioned in CVs.

2. Professional Screeners

Often, companies are unaware how to screen candidates to determine whether they are eligible for the position. A headhunter takes care of that by conducting interviews with the candidate and giving them a small task as a sample accordingly. If the candidate is what the company is looking for, only then they are referred ahead to save time and resources.

3. Large Database Saves Marketing Cost

Within seconds, recruiters can supply a company with possible candidate information because of their large database. Companies often prefer this because there is no need of using resources or additional costs in advertising on different platforms and searches.

4. More Resources, Links, and Manpower

Headhunters know who, where, and how to approach possible candidates because of the extensive resources, links, and manpower they have. On the other hand, many companies do not have the links or sources to get in touch with such individuals who are looking for the same position, but in the wrong places.

5. Contract-to-Hire Terms

This means that if the company has hired someone who is a recommendation from the HR consultancy, and if there are some issues with the individual; the company can recoup a portion of the fee it has paid. Sometimes, depending on the case, the benefits and salary provided to the candidate are also refunded.

6. Extensive Vetting Process

Hiring firms do not just call any candidates to conduct interviews. They use a vetting process to do an extensive background check, contact the companies where the candidate previously worked at, and even the references the individual provides. This is very important because a company will not want to risk its name if something goes wrong, like if the candidate turns out to be the Drug Lord of the Underworld.

Pros of Hiring Internal Recruiters

A company always thinks about how it can profit from its decision, that’s why it often relies on its own in-house staff members to make the right decisions for it.

1. Internal Recruiters Know Who They Want

One of the main reasons companies go in-house to find candidates is because employees are already aware of the culture and the workings of the company’s structure. This means that an internal recruiter knows if a candidate will be a positive inclusion to the company. This decision is made on different grounds, the candidate’s thinking, their nature, their mindset, and many other factors are observed to make a final decision.

2. Management Satisfaction
   

Companies are often worried about hiring through resources because of possible shady candidates, plagiarized vetting, and unethical hiring processes to cover any red flags. This is why they rely on their own team, because the recruiter will screen the candidate themselves one-on-one before making a crucial decision for the company.

3. Cost-Saving Resources
   

Using the staff members saves money, and being a business, profits and cost-savings are very important to a brand or name. At times, small or mid-sized companies do not have the kind of money many hiring HR consultees want. Also, there are times when an external recruiter charges a company for services, but is unable to find the right candidate for the job.

4. Utilizing Staff Members
   

In-house staff members have their eyes open all the time. They use different websites such as Rozee.pk and LinkedIn to find the candidate they are looking for. These websites take less or no money in return. Via them, in-house recruiters find many candidates on their own without wasting extra resources.

Conclusion

In the end, both in-house recruiters and Headhunters are beneficial for a company in a lot of ways. However, the nature of the company, its structure, and other factors play a major contribution towards the decision.

Many companies prefer using both options while hiring because it gives them more varieties to choose from, thus the decision is completely dependent upon hiring conditions, budget, and hiring needs.