Should You Recruit Internally or Use a Recruitment Services Company?


Is your business expanding? One of the most common challenges business owners and entrepreneurs face is expanding their team with skilled, effective employees as their businesses grow.

There are several ways to recruit new people to fill roles in your business. You can recruit internally, hiring people that already work for you to take on a new job and fill a new position.

You can also recruit externally, hiring people from outside your business to fill an important role. Finally, your business can use a recruitment services company to locate and recruit talented people that can add value to your business.

Which of the above options is best? Each has its own advantages and disadvantages for every business. Read on to learn more about the best way to recruit people and expand your team as your business grows.

Recruiting internally: 

Recruiting employees can be a costly process. Not only does your business need to spend a significant amount of money to hire people; training new employees could cost a significant amount of time – a resource that’s often equally valuable.

Internal recruitment has several advantages. When you promote someone that is already a part of your business, you promote someone you know, and, through the interview and work process, someone that your organization can trust.

People recruited internally usually understand the way your business works, have a good feel for the company’s objectives and culture, and feel comfortable in their new job faster than an external recruit.

By recruiting internally, your business may also be able to save money. Recruiting is a costly process, and promoting someone from within your company can reduce the cost of expanding your team, freeing up capital for other aspects of your business.

Recruiting externally: 

While recruiting internally has several advantages, sometimes it’s necessary to look outside your business in order to find a suitable candidate. This is common if you’re involved in a small business that’s rapidly expanding its team with new employees.

There are several advantages to external recruitment. One of the biggest is that you can access an entirely new pool of talented people, giving your business a large level of choice and selection.

Another significant advantage of recruiting externally is that new people can bring new ideas and strategies into your business. This can help you excel in your specific marketplace and become a more effective, profitable company.

Recruiting externally also allows your business to fill each role with the best person for the job. Rather than putting an existing employee in a role they may not be 100% suited for, your company can search for the ideal candidate for the position.

Using a recruiting services company: 

Does your company need to fill a very specific position? When you’re searching for a talented employee and need to access the very best, it’s often a better strategy to use a recruiting services company than to hire internally or externally.

Recruiting services companies have access to many of the best people within your industry. They can reach out to employees at your competitors and inform them of opportunities within your business.

This can give you access to highly talented, effective and proven people, giving your business a greater ability to select from the best and brightest in its industry to fill in new roles, add new skill sets and fuel its growth.

Although recruiting services companies come with a cost, the right person can be an incredible investment for your company. This makes choosing a recruiting company a cost-effective, intelligent solution for many rapidly growing businesses.

5 Important Skills for Successful Human Resources Managers


Your business’s human resources team is one of its most important pillars – a team that’s responsible for ensuring the right people are hired, managed and tasked with helping your business grow and develop.

Because HR serves such an important role, it’s essential that your HR team – from entry-level employees to managers – has the skills required to hire and help your employees succeed in their jobs.

Are you searching for new HR staff? From communication skills to great ethics, read on to learn five important skills that you should look for in an HR manager.

1. The ability to communicate.

Communications are at the core of successful HR management. Without being able to effectively communicate to employees, it’s unlikely that your HR team can meet its goals as part of your business.

Your HR manager (or managers) needs to be able to easily communicate with your business’s employees, its management team and everyone else that’s involved with your business’s operations.

These communications skills can’t just be verbal or written – a great HR manager needs to be able to communicate across any platform and medium to ensure their message is received and perfectly understood. 

2. Excellent judgment.

One part of human resources is ensuring that the right people are placed in the right positions to help the business grow. Another part of HR is applying judgment to the disputes, issues and difficult situations that can arise in any business.

From dealing with potential discrimination issues to responding to employees that feel uncomfortable or unwelcome in the office, HR managers need to have excellent judgment in order to work out how to respond to difficult issues and problems.

Arguably the most important aspect of judgment is knowing when to take action on an issue and when to seek someone else’s help. This requires a combination of great judgment and strong communication skills, as listed above.

3. Sensible, honest ethics.

Ethics are essential for effective HR management, and any good HR manager needs to have a strong sense of ethics. From dealing with private, personal information to ensuring the company’s needs are met, HR requires professionals to act ethically.

This extends both in the direction of management and of employees. HR managers need to ensure that the company follows regulations and laws effectively and that its employees are treated fairly by the business’s management.

Because of this, strong ethics are essential for success in HR. If you were placed in a situation without an easy answer – a situation in which people may have conflicting goals – would you be able to make an ethical, honest and fair decision?

4. Great negotiation skills.

HR professionals often have to act between employees and management, ensuring that disputes and negotiations are handled fairly and that both parties are as close to satisfied as possible by the outcome.

From compensation to work responsibilities, being an effective HR manager means being able to effectively negotiate and ensure situations provide a mutual benefit to members of the business or organization.

Like judgment, the ability to negotiate requires strong communication skills. Could you effectively negotiate a good outcome between two or more parties and ensure both are satisfied with its outcome?

5. Strong multitasking abilities.

The average HR manager deals with a wide range of situations and issues on a daily basis, making strong multitasking abilities an essential skill for success in the role in the long term.

Can you multitask? From juggling several situations and objectives in your mind to scheduling appointments with a wide range of people throughout the day, most HR professionals have a busy workload that requires good multitasking skills.

It could be recruiting one minute, then retention the next. With such a wide range of tasks to complete – tasks that often require very different skillsets – working on one task at a time just isn’t possible for most HR managers.