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Don’t Hire an In-house Recruiter

Your business is growing fast - maybe too fast. You are having trouble staffing key positions quickly. On top of a tight labor market in general, you feel like you are always hiring but never staffed. The ZipRecruiter ads are starting to make you think maybe it’s the magical solution you are looking for (it’s not). Your HR Manager is stretched too thin and you are afraid she’s going to leave you. You start to think that to fix this quickly you should hire a recruiter for the team.

PROBLEM: YOU ARE STRUGGLING TO MAKE A DECISION REGARDING HOW BEST TO SOLVE YOUR COMPANY’S RECRUITING CHALLENGE AND YOU ARE CONSIDERING HIRING A FULL TIME IN-HOUSE RECRUITER.

If this sounds familiar, you are not alone. It is hugely tempting to “hire away” a problem. For small and mid-sized businesses, a full-time permanent recruiter on staff may not be the best option.

For starters, a recruiter who can write compelling job postings, optimize job board and talent community reach, create and manage social media recruitment campaigns, plus develop and deploy screening tools is likely to cost at least 65K in base salary alone. Plus, if you want someone who has the ability to develop the overall talent acquisition strategy and employer brand, it likely will not be the same person who is managing job postings and resumes.

SOLUTION: FOR ONE-THIRD OF THE COST AND NONE OF THE RISK OF COMMITTING TO A FULL-TIME HIRE, GET A STRATEGIC APPROACH TO DIGITAL RECRUITMENT, A FULL TALENT ACQUISITION PROGRAM, AND ON-GOING SUPPORT FROM RECRUITING EXPERTS.

More and more, CEOs and HR Managers for SMBs are looking to partner with recruitment marketing companies, like TalentCMO to fill in the gaps in talent acquisition.

  1. None of the risk or commitment: No long contracts, no learning curves, no risk. With TalentCMO you pay monthly so there are no training ramp-ups and far less investment required than with a full-time hire.

  2. Way less expensive: A fully-loaded salary cost for even a junior recruiter can be 50-80K, not to mention ongoing training and development investments. Add that to an applicant tracking system and the costs go up more. TalentCMO’s solution is one-third the cost with all the key services you need: strategy, career website, job posting, social media recruitment, technical screening tools, and a robust applicant tracking system for job syndication.

  3. Hands + Tools = More than what you pay for: No training required. TalentCMO’s team has over 25 years of recruitment experience and has overseen more than 15,000 hires. You have access to a team that includes digital marketing specialists, graphic designers, and talent acquisition experts.

PAY FOR A SOLUTION, NOT A SALARY

If you’d like to hear more about what TalentCMO can offer, let’s talk. We love helping businesses succeed in connecting talent and opportunity. Or request a free review of your company’s digital recruitment footprint as seen by talent. We’re here to help!

 
 

Written by: Austin Meyermann, Founder and CEO, TalentCMO

Links and other interesting stuff:

Is Your Recruiting Social? Are you “marketing” your company and jobs to talent using social? By 2020, 2.95 billion users globally are expected to be on social media. Reach out if you need help engaging talent on social. 

Check out this sweet Career Showcase (a standalone microsite built for candidates to show company's authenticity) that we built for one of our clients.

Are you interested in growing your career in risk management? Would you like to join a company known for integrity, supporting their employees, and giving back to the community? If so, click here to apply for current job opportunities with Keller Stonebraker Insurance. 

Ana Filipovic Windsor