A Comparison of Internal Recruiting Models
Over the last decade, the success of LinkedIn has resulted in the democratization of data, necessitating an evolution in the way companies approach internal recruiting. Although each of the internal recruiting models that have emerged seeks to produce hires both timely and cost-effectively, none of them are one size fits all. At this session, A Comparison of Internal Recruiting Models, we explored some of the more popular models being utilized today, including the:
- Internal Staffing Agency Model – Recruiting is centralized within a team of internal recruiters who proactively solicit candidates, both active and passive, and manage them through the hiring process.
- Self-Service Model – Hiring managers leverage a strong applicant tracking system, various recruiting tools and overall support from Human Resources to manage the hiring process.
- Recruitment Process Outsourcing (RPO) Model – An employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company’s staff, technology, methodologies and reporting.
- Agency-Only Model – Companies rely almost exclusively on outside agencies to fill the majority of their open roles.
Panelists experienced in these models discussed their pros and cons, the impact they each have on the cost and timeliness of new hires and their appropriateness for different types and sizes of companies. Attendees left the session with the knowledge necessary to revise or replace his or her current internal recruiting model.