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What do recruitment and marketing have in common?

No matter the type of business you run, there are some things that are better left to experts outside of your organisation. External agencies have well-trained staff who do the job every single day. Not only can they do it faster, they can do it more effectively too. Recruitment and marketing are two functions that…

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Apr 10, 2020

No matter the type of business you run, there are some things that are better left to experts outside of your organisation. External agencies have well-trained staff who do the job every single day. Not only can they do it faster, they can do it more effectively too. Recruitment and marketing are two functions that fall into that category, with both requiring specialist knowledge of industry developments.
 

The benefits of outsourcing specialist functions in marketing

In marketing, there are a huge number of specialisms within the industry, and few professionals have expertise across the board. Hiring a large team to cover all functions is not always cost effective. Outsourcing is a solution, even for those roles that could be done in-house, such as social media management, for a more dedicated service.
 
For good return on investment, you need someone ready to put in the hours.
 
Many organisations outsource high-level creative concept development and marketing strategy, and specialist roles such as search engine optimisation or market research. In these types of function, great results don’t come from a half-hearted effort. To get good return on investment, you need someone ready to put in the hours and who is dedicated to staying on top of an ever-changing industry.
 

How outsourced recruitment brings a better return

 
Just like in the marketing industry, outsourcing your recruitment effort is about designing a model that brings better return on investment. In-house HR team might deal with volume roles, but a recruitment agency functions as a partner in high-profile, specialist talent acquisition.
 

1) Managing applications

Recruitment partners take the volume out of the hiring process and manage reputational risk. All applications, aspirational or otherwise, need a timely, professional response. Every interaction contributes to the wider employer brand and ability to attract quality talent going forward. An unsuitable candidate could be the right person down the line, or be interested in buying your services one day. Professional recruiters manage this relationship.
 

2) Quality talent acquisition

Recruitment isn’t about volume, it’s about quality. Recruiters are having conversations everyday with talent well-beyond the reach of an internal team. They’re meeting managers, peers, colleagues and talent banking on a daily basis. With the knowledge they gather, recruiters have a talent pipeline they can tap into whenever they need to.
 

3) Interviewing

In-house recruitment models range substantially in their scope of work and responsibility. It is important to remember that these teams are focused on delivering a cost-effective model across an organisation. It is not uncommon for an in-house recruitment manager to run 30 or more diverse recruitment briefs at any one time. Their focus is to deliver a fast outcome for many if not all company business units.
 
A recruitment specialist will have a deep understanding of what to look for when interviewing, their IP, having interviewed hundreds of specialist candidates over many years will deliver, well-qualified talent in market. A recruitment professional finds out the key details you need, and you end up with a high-calibre short-list far more quickly.
 
Professional recruiters are experienced in conducting effective interviews that get the most detail from the candidate.
 

4) Having difficult conversations

Being able to pick up the phone and have people talk to you candidly is a skill in itself. You have to feel comfortable and confident that you have a good role to talk about, and get your contacts enthused enough to reach into their network for suggestions. 
 
Recruiters have a network, and a reputation that attracts. They’re a sounding board for both sides, and know how to engage and manage relationships. As a third party, they also provide a space for candidates to talk frankly, without feeling at risk of breaking a confidentiality contract, or being disloyal.
 

5) Keeping on top of market conditions

Markets are constantly changing, and professional recruiters are always on top of current conditions. They’re not only having conversations with applicants, they’re talking to industry experts all day. They go to industry-specific events to make connections and stay informed of the latest developments. They’ll also develop your role requirements and job description according to their latest intelligence.
 

6) Filling roles quickly

Recruiters sift through CVs, interview candidates and head hunt every day. They do it with focus, and efficiently. You get a shortlist of candidates quickly, and the final stages are tied up efficiently. With a team dedicated to filling your roles, the position is filled before you know it.
 
At Salt & Shein, we’re industry experts. Our team keep up with the latest market conditions, gathering intelligence around salary and role expectations with every conversation. Let us save you time and provide better outcomes. Get in touch today.

 

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Apr 10, 2020

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