Hiring managers have hundreds of applications dropped onto their desks, and are faced with the overwhelming task of sifting through an endless pile of resumes and cover letters. How can you alleviate the pressures of completing these tasks? This is when the decision to outsource recruiting makes sense.


When companies consider outsourcing recruitment, they look at external sources to take care of some or all of the responsibilities on behalf of the HR team. These external sources are HR specialists. Companies might choose to outsource recruiting to save time, to allow for a more diverse panel of hiring experts, and to reduce bias with the screening of potential candidates. Let’s explore these three reasons a little further.


Consider a hypothetical Ronda in sales who just retired and needs her pension package organized, and Randy in manufacturing who requires a report to be filed for a serious injury he sustained while at work. Now include Bob who requires an intern for a new project he is overseeing. All of this is directed toward HR. Although separately, they may appear minimal, the accumulation of tasks can be a daunting undertaking for any individual or team. It can result in delays with the completion of tasks, potential errors with report submissions, financial deficits for the company, and a lack of thorough applicant screening for new hires.

Outsourcing recruitment allows for additional support for any HR team. Getting outside help would mean allowing for HR professionals to take on the bulk of the hiring process to make things a little easier for the hiring managers. HR services could include, but are not limited to, talent acquisitions, calling references, examining background checks, and conducting interviews.


Screening candidates for roles of a higher rank might pose a few challenges to some HR managers, as it may require a different skill set from them. Managers may not have the experience or skills in all facets of HR to accurately interview candidates for higher-level leadership positions. Outsourcing recruitment will help the company, as the specialists are trained and have the knowledge and experience needed to carry out interviews with these potential candidates.

Further, as more millennials scope out the job market, the war for talent is becoming more prominent among hiring managers. They’re starting to think outside the box in an effort to broaden their appeal to higher-quality candidates. Instead of solely looking at expertise, they also consider a candidate’s talent and personality.

All companies have their own distinct organizational culture. Always a team effort, hiring managers discuss their preferences for new employees with the recruiters they hire. The managers give the HR specialists detailed accounts on what they look for in potential new employees. An example would be seeking like-minded individuals who could mirror the positive attributes of current employees.


It’s important to avoid bias when considering candidates for a position in yourcompany. Recruiters will screen applicants based on qualities and experiences that would fit the organizational culture. Therefore, seeking help from HR specialists can reduce conflicts of interests, biases, and one-stream thinking when examining applicants for a position.

Bruce Powell

Bruce Powell