Value of Talent Acquisition

The world of recruitment has changed for over the decades and its not a surprise why. The world as it changes from technology, finances, communications, transportation, etc, thus the working world changes along with it. Only a couple of decades ago, jobs were tight and in gridlock. People who started work back then wouldn’t be changing jobs for at least 10 years, hence the recruitment market wasn’t as strong as it is now. But come the 2010s, people change jobs between every 2–3 years and this stirs a whole new hornet’s nest of jobs needed and the market for recruitments exploded!

Cost-Effective

For decades, recruitment agencies have dominated the market because it was one of the quickest and sure-fire ways for companies to get the best people fast. As the world changes, so should its players but agencies do not progress as quickly and remain much of the same. and that includes the charges. The quality of the candidate is one thing but the amount to pay for them is another. Easily, agencies would charge about 15–20% of the candidate’s salary upon hiring and the higher the position, the more they are worth.

Culturally Adept

Agencies nowadays only exist for 1 main purpose: to make money. They rarely care about good candidates or the potentials that your company could mold and guide over time. That would also mean that the agency will provide the best candidate for you on paper, based on experience and academic achievements.

Even if the candidate is suitable, you cannot anticipate if the candidate will be culturally fit. Internal recruiters would know better on how to find the right candidate for you beyond what’s shown on resume. If the candidate has the right attitude and can fit in right with your company culture, you can hire multiple candidates even if they aren’t fantastically spectacular on paper.

After all, a good candidate isn’t just some order taker but an innovative player that helps grow your company as much as growing themselves for their future careers… and external agencies would never be to identify such people because they do not know what your company is like and how the people work together.

Managing Expectations

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