If your technology company has reached a certain point of growth, you and your stakeholders may be facing a difficult question: How to build and scale your tech team? Should you hire a whole team to manage your recruiting efforts or outsource to a staffing agency? If there are multiple job roles to fill, someone will need to write down all those job descriptions, search for candidates, arrange interviews, prepare job offers, and manage employees. However, for a series A or series B startup, this investment of time and money to assemble a recruiting team could affect their speed to generate profits.
That said, there are traditionally two directions that your IT company may follow when reaching this milestone: the company hires an in-house recruiting team to manage all recruitment responsibilities or outsource the efforts to a staffing agency.
Both proposals have different benefits, skills, costs, and work differently. In our recent guide on how to build and scale a tech team in Mexico, we touched on the primary role of in-house recruitment and staffing agencies.
Today we’re going to dig a little deeper so you can learn effective ways to work hand in hand with staffing agencies with your in-house recruiters to help you hire remote developers to scale your team.
Let’s take a look at the simple definition for both types of recruiters.
They usually seem to do more or less the same job, but there are some significant differences between the two. To understand these contrasts, let’s look at the many aspects of their day to day job and how they can affect or benefit your company.
The progress rate of a company is directly proportional to the efficiency of its employees. Right?
But with increasing competition in all markets, it is difficult to find the best employee. Hiring remote developers, especially, is very difficult for in-house recruiters due to the candidate-driven market where there is an abundance of job openings and a scarcity of qualified candidates to fill those openings.
The lower unemployment rate is precisely the obstacle for in-house recruiters, as it leads to a significant decrease in job seekers and candidates.
Another difficulty in hiring remote developers and programmers for in-house recruiters is the passive nature of job seeking by experienced programmers and developers.
The solution for the labor shortage is hiring remotely, but when hiring remotely, in-house recruiters need to be careful with their techniques, as efficient hiring can add real value to their projects or create real chaos.
Also, in remote recruiting, cultural compatibility is very complex. In many cases, in-house recruiters prefer not to give it a try.
On the other hand, if you bet for the staffing agencies’ experience, you can get you required remote candidates through their efficient hiring techniques.
Specialized staffing agencies like CoderLink will find the best fit for the remote position, reviewing all the candidate’s angles: technical, soft-skills, cultural, and communication.
In light of the details mentioned above, we urgently need another hiring strategy where companies do not have to choose between in-house recruitment and staffing agency.
Experts and HR professionals suggest that effective recruitment requires a combination of both in-house recruitment and staffing agency. This combination should include passive recruitment of candidates, but most importantly active recruiting like scouting college campuses to discover new talent, use of social media, and developing a strong brand. If you have a sufficient budget, the combination of both strategies will provide you with the best candidates capable of exponentially increasing the rate of progress in your company.
You may be confused at first about how to combine staffing agency strategies with in-house staff recruitment so let’s cover a few basics here.
In your company, you must have at least one in-house human resources professional; Later, if your company grows, you could add more members to your team. But initially, an in-house recruiter will oversee all aspects of the recruitment hand in hand with the staffing agency.
He or she will interview the candidates proposed by the staffing agency. In the case of CodersLink, the candidates sent to the interview have previously gone through various filters, ensuring that the candidates meet the minimum requirements of the position. This will significantly speed up the time a candidate spends in the recruiting process, improving their experience and your brand.
He or she will also monitor the productivity of agency-hired employees to ensure that promised standards are being met.
Some staffing agencies, like CodersLink, handle payroll payments and statutory benefits for remote employees, sending a single, streamlined charge to your company. So in-house recruiting staff will only have to worry about that one monthly payment.
Likewise, the in-house recruiter will be able to use the agency’s help to comply with labor law requirements in the country where remote employees are hired, including the work visa for employees requiring travel to your company’s headquarters, saving you time and money.
Being a human resources professional, he or she will select the best staffing agency, which will ultimately provide you with the best of the pool of potential candidates.
Remote personnel agencies can be beneficial when hiring remote developers in other countries like Mexico. And the combination of in-house recruiters with recruiters from staffing agencies is ideal for companies that need to fill positions quickly with minimal effort from the company.
Companies with a strict focus on maintaining candidate-driven recruitment inline find much more comfortable combining in-house recruiters with staffing agencies as well.
So, if improving both effectiveness and efficiency in your company’s recruitment efforts are high on your list, combining in-house recruitment with staffing agencies sounds right for you.
Check out our ebook: How to build and scale a tech team in Mexico to learn more.