4 Ways to Outsource Hiring Effectively

High profile layoffs may lead you to think that top talent is aplenty, but teams around the world continue to struggle to fill vacancies with quality candidates. If your organization is in a recruiting bind, it might be time to outsource your recruiting function. External partners may be the secret to ending your talent shortage, but using tools, tactics and efficiencies for internal teams may not.

By partnering with an external HR expert, your organization can better leverage their time and resources for major initiatives. Instead of spending hours trying to crack the recruiting code, your HR partners can meet your hiring needs. Together, you will recruit the talents your teams need through efficient and effective processes.

1. Engage the right partners for your priorities

Just as you are looking for the right recruits for your vacancies, you will need the right partners to achieve your goals. As these organizations will be an extension of your human resources team, you will need to identify the right person. Establish your organization's needs before starting your search. This key action will help you focus on the services and capabilities that will solve your problems.

Teams that need an additional scout can hire a contractor for a fixed term. Organizations that need more support and more complex solutions are better off working with an employer of record. An EOR can provide additional flexibility to organizations whose potential hires live in countries with different labor laws.

Identify your goals when researching potential solutions to increase the effectiveness of your partnerships. Get consensus within your internal recruiting team before launching your search. When you get an early buy-in, you increase your chances of getting an effective kickoff followed by quality results.

2. Develop clear job descriptions

An unfortunate reality in modern workplaces is confusion about job roles and responsibilities. And without clarity, current employees and new hires are unlikely to thrive. Before launching your partnership, take a look at the job descriptions of your priority openings. Make sure they are clear, measurable and complementary to those of your current team.

Write descriptions that reflect your organization's mission and values ​​to attract the right talent. Be clear about deliverables and expectations, so candidates have a good idea of ​​what the job is like. Consider relaxing education and other qualifications when you can. This adjustment can broaden your recruiting pipeline and encourage quality candidates from less traditional backgrounds to apply.

This effort may reveal gaps in your current job description practices. Instead of hesitating to develop new ones, consider the information your HR partners can provide. Their outward gaze can lead to long-term improvements. Whatever your timeline, make sure new job descriptions are accurate and include the key factors that attract top talent. For transparency, include how candidates' performance will be measured and any milestones associated with their role.

3. Define ranges for negotiable factors

When you outsource parts of your business, it's usually because your internal team needs help. Protect your recovered time from unnecessary touchpoints by outlining the factors your partners have the power to negotiate on your behalf. Most often, this comes up when candidates ask about compensation and benefits.

Look at your company's budgets to start the conversation, but be prepared to listen to your HR partners for recommendations. Teams hiring overseas may find compensation expectations different from those in your region. For example, some countries have regulations imposing certain benefits, holidays or contractual conditions.

These details can quickly become complex. So be open to the ideas of your partners and use them to structure your future recruitment initiatives. Make sure that key factors are included in the above job descriptions, which can make or break the interest of international candidates. This can be especially useful when specifying technical skills, coding environments, and certifications essential for your business. Avoid overestimating your requirements and instead focus on the essential factors for hireable talent.

4. Set expectations, establish milestones and make final selections

Delegating the recruiting function to your organization can give teams a much-needed break. However, don't let the recovered time tempt you...