Internal Recruiting vs. RPO

Would you be willing to put internal recruiting head to head against an RPO provider in a winner-take- all contest? The higher-performing team takes over recruiting. Either the internal recruiting team gets laid off or the RPO provider gets fired. It's risky, but could it work?

On the down side, internal recruiting would know they were being tested, and would be likely to become resentful in their performance, even if the contest worked out in their favor. The contest could wreak havoc on hiring managers as well.

But on the other hand…how else are you going to get a clear picture of the recruiting performance that's truly possible, of what the maximum you can wring out of your company's resources might be? what kind of performance is possible?

When you look at it this way, can you see the huge Win/Win a contest like this might be for your company?

When your internal team outperforms the RPO, you have gained valuable confirmation that your team is performing at a high level. And when the RPO provider is the higher performer, you're now in a position to decrease headcount based on performance, and replace it with an outside provider that brings two concrete benefits:

1. It's a proven performance upgrade
2. The new RPO provider can be held to a much higher level of ongoing accountability than internal staff. (Few companies are willing to put their own employees' feet to the fire every single month. But as an RPO provider, we welcome the challenge.)

The bottom line is that with properly-written SLA's and proper communication to the internal team the company wins no matter what.

(So – turning things around – here's the big question... how many RPOs would be up for the challenge themselves? How many RPOs would be willing to put an entire client relationship on the line in a competition with internal recruiting?

Seven Step was. And we lost, sort of. If you'd like to hear the story, why not leave a comment, and we'll follow up this post soon?)

Comments

[Hedda Hunter]

I'd be curious to know how you lost. I've been on both sides of the fence and not sure I agree with all of your assumptions. Obviously something you're doing is working however.....
I just don't think a newbie recruiter can provide the confidence level in a "headhunted" candidate that a seasoned veteran can. Also do you go out and get candidates or just work with the company's incoming pipeline?

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