{"id":11331,"date":"2020-07-06T00:00:00","date_gmt":"2020-07-06T00:00:00","guid":{"rendered":"https:\/\/scouttalent.com\/?p=11331"},"modified":"2026-05-01T09:12:02","modified_gmt":"2026-05-01T09:12:02","slug":"the-talent-scout-episode-18-when-to-work-with-recruitment-companies","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/us\/blog\/the-talent-scout-episode-18-when-to-work-with-recruitment-companies\/","title":{"rendered":"The Talent Scout Episode 18: When to work with Recruitment Companies"},"content":{"rendered":"

Listen now\u00a0<\/a><\/p>\n

Imagine this scenario, you have a friend and they\u2019ve come to you with a great idea to start up a business or organise a community event. You run through the plans with them and to your horror, you become increasingly aware that they are going to cover everything from sales to accounting to marketing. That sounds like a mess to me, and if it doesn\u2019t horrify you it should.<\/p>\n

No one person has the skills needed to span so many aspects of the business world and pull them off successfully. We can all probably do a lot of things well, some things passably, and some things horribly. But we often don\u2019t try to be both a salesperson and an accountant at the same time because most of us are self-aware enough to know which role will suit our skills best.\u00a0<\/span><\/p>\n

Specialisation in recruitment<\/h3>\n

The same principles hold true for the world of recruitment. Many people think that recruitment is easy, firstly they are wrong. It\u2019s easy to put a body in a role. It is much harder to successfully put someone into a role who is going to drive your organisation forward because ultimately that\u2019s what successful recruitment is all about. <\/span><\/p>\n

That said, a lot of people end up recruiting for open roles within their organisation when it\u2019s not something that they are trained for, and it\u2019s not something that they\u2019re passionate about. So many HR professionals are actively recruiting when recruitment is not something they\u2019re overly interested in and they would instead much rather devout their time to labour relations and employee engagement. <\/span><\/p>\n

If we\u2019re willing to accept that it\u2019s something of a ridiculous notion that someone might effectively carry out customer service, marketing, and accounting functions all at the same time, then why do we think it\u2019s acceptable to allow the recruitment within our organisations to be managed by someone who has no recruiting experience or no interest in recruitment?<\/span><\/p>\n

Recruitment within an organisation is a function that can often hide behind smoke and mirrors. If open roles are getting filled in a timely manner then most people won\u2019t probe too deeply into how their recruitment function is actually operating. However, successful recruitment dictates who becomes a part of your team and overtime how successful that team is. <\/span><\/p>\n

This means the successes or failures of your people should be the metric used to measure successful recruitment. What I\u2019m trying to get at with this now long-winded analogy is that if you\u2019re trying to figure out how successful your recruitment efforts are then you need to ask yourself a couple of questions.\u00a0<\/span><\/p>\n

How to know if your recruitment is successful<\/h3>\n