Recruiting is at the core of every growing business. And most of the time, you rely on a recruiter or an agency to provide you the talent you need.
But is using a recruiter thebest choice?
Not too long ago, a recruiter was the only choice. But just as the Internet has changed the way we consume entertainment, it’s changed the way we do business and find talent.
The Changing Face of Recruiting
Many organizations prefer to use recruiting services because they’re able to have face-to-face meetings. The ability to see a candidate in person has made many hiring managers feel secure. They believe they’re able to truly get to know better the candidate and expose any areas where the potential hire may not be a good fit for the organization. Trust is built during such meetings.
However, this understanding of the recruiting process is no longer accurate.
We now hear of many organizations who have had “buyer’s remorse.” They met with a candidate and the person said all the right things. The candidate’s credentials looked great and the decision was made to hire them.
But later, it was discovered that the new employee wasn’t entirely forthcoming with their job history. Or a serious character flaw was later found that jeopardized the company’s integrity.
Because hiring managers and recruiters often use software to filter job applications, they end up with a group of candidates who may seem to look good on paper, but have the potential to do more harm than good.
Believing face-to-face meetings are the ultimate benchmark for hiring talent is no longer the ideal solution for lean organizations. Just as the Internet has allowed industries such as dating services, home rentals, and consumer goods to create a profit without face-to-face meetings, the same is now happening for the employment and recruiting industry.
Not only is this traditional approach toward recruiting time-consuming. It’s expensive.
Why Offsite Hiring Is Better Than Onsite
An increasingly effective alternative to using offsite recruiting is tapping into online staffing solutions. There are many advantages to this approach for finding the right talent for your organization. Not only does it give you more control but also it allows you the freedom to search for the right person across time zones all over the world.
Today, you can choose from a rich pool of talent. Freelancers from other countries often have the level of talent that you want and are easily available. Before, you would meet a freelancer face-to-face. Now you can conduct meetings over the Internet by using platforms such as Skype or Google+ Hangouts.
Offsite recruiting is better because:
- Quality Assurance – When you use offline and onsite methods to find the right person for the job, you’re not able to truly evaluate a person’s reputation and job history. With online tools such as social media, LinkedIn Recommendations, and online portfolios, it is easy to determine if the person has the right credentials for your organization. To gather this type of proof from face-to-face meetings and a number of phone calls would be extremely time-consuming.
- Less expensive – Time to hire is one day online. Time to hire offline is often a month. For example, availability is usually a constraint when you source locally. You cannot rely on one freelancer. Online freelancing lets you maintain a network of co-workers. The true cost of a delay is often much higher than you would think. Because you can access the Internet at any time during the day and communicate with a potential new hire through email or voice chat, you save time and money. Even better: if the work needed is a short-term project, you won’t have to spend the money on hiring a full-time employee.
- More efficient – Recruiters have an enormous responsibility to find the right person for the job. In order to do this, they need to sift through piles of applications to access a person with the right skill set. The skills you need are not likely to be easily available. Not only if you are looking for specialists or local knowledge but for most skills.If you want top performance, don’t settle for less. For example, if you want a copywriter with local knowledge, it is actually more efficient to define the qualifications needed and have applicants prove their qualifications online, giving the recruiter the information they need quickly so a decision can be made and the projects can begin. The time spent hiring is almost nothing if you use a good service (Coworks).
- Flexibility/Risk management – It is much easier to change freelancers if you are not satisfied. It’s also possible to maintain a low intensity collaboration (even a 10% position). For example, if you start out small it is easy to control the process. You are able to track your freelancer’s productivity and easily view his or her deliverables. If it’s not what you had in mind, you can find another freelancer quickly.
- Low operating costs – You can decrease the costs at times by as much as 50%. No overheads, no travel costs, no middleman/commissions, many bids. You also don’t have to worry about expensive agency prices. You directly access the freelancers without any hidden charges.
Staffing for the Modern Office
So what does this look like for the modern office?
Let’s say you need to hire a world class web developer to help you upgrade your company’s website.
Instead of looking to an offsite recruiter to find the right person, you can now visit an online job board that is filled with smart, resourceful, and experienced freelancers who enjoy working on either short-term or long-term projects.
The hiring manager finds a site such as Coworks and takes a few minutes to create a project description. He or she can also view the web developers who are in the freelancer directory.
She can invite freelancers to view the project and start a conversation. Meanwhile, she can also check their experience, their portfolio, and recommendations through social channels.
Within a few days, she narrows her choice down to one and offers him a starter project. He does well and the organization begins a long-term project with the web developer, who just happens to live 3,675 miles from their downtown office.
Productivity is just a click away, making offsite the new onsite – the preferred solution.