High-profile layoffs may lead you to think top talent abounds, but teams everywhere continue to struggle to fill open roles with quality candidates. If your organization is at a recruiting impasse, it may be time to outsource your hiring function. External partners may be the secret to ending your talent drought, but using tools, tactics, and efficiencies in-house teams cannot.

By partnering with an external human resources expert, your organization can better leverage its time and resources for major initiatives. Instead of monopolizing hours trying to crack the code on recruitment, your HR partners can support your hiring needs. Together, you’ll recruit the talent your teams need through efficient and effective processes.

1. Engage the Right Partners for Your Priorities

Just like you’re searching for the right hires for your open roles, you’ll need the right partners for your goals. As these organizations will be an extension of your human resources team, you’ll need to identify the right fit. Establish your organization’s needs before you launch your search. This key action will help you focus on services and capabilities that will resolve your pain points.

Teams that require an extra recruiter might hire a third-party contractor for a fixed duration. Organizations needing greater support and more complex solutions may do best to work with an employer of record. An EOR can offer additional flexibility for organizations whose potential hires live in countries with different employment laws.

Determine your goals as you research potential solutions to increase the effectiveness of your partnerships. Get consensus among your internal hiring team before launching your search. When you earn buy-in early, you’ll improve your odds of an efficient kickoff followed by quality results.

2. Develop Clear Job Descriptions

An unfortunate reality in modern workplaces is confusion about job roles and responsibilities. And without clarity, current employees and new hires alike have little chance of thriving. Before you launch your partnership, take a look at the job descriptions of your high-priority openings. Ensure that they’re clear, measurable, and complementary to those of your current team.

Draft descriptions that reflect the mission and values of your organization to attract the right talent. Be clear on deliverables and expectations, so candidates have a good grasp of what the work looks like. Consider loosening education and other qualifications when you can. This adjustment can expand your hiring pool and encourage high-quality candidates with less traditional backgrounds to apply.

This effort may expose gaps in your current job description practices. Instead of shying away from developing new ones, consider the insight your HR partners can provide. Their outside perspective can lead to long-term improvements. Whatever your timeline, ensure that new descriptions are accurate and include key factors that attract top talent. For additional transparency, include how candidates’ performance will be measured and any major milestones associated with their role.

3. Set Ranges for Negotiable Factors

When you outsource components of your business, it’s usually because your in-house team needs help. Protect your recaptured time from unnecessary touchpoints by outlining which factors your partners have the authority to negotiate on your behalf. Most commonly, this shows up when candidates ask about compensation and benefits.

Review your company budgets to kick off the conversation but be ready to listen to your HR partners for recommendations. Teams hiring overseas may find compensation expectations differing from those in your location. For example, some countries have regulations mandating certain benefits, time off, or contract requirements.

These details can get complex quickly, so be open to your partners’ insights, using them to help structure future hiring initiatives. Ensure key factors are included in the aforementioned job descriptions, which may make or break international candidates’ interest. This can be especially helpful when specifying technical aptitude, coding environments, and certifications essential for your business. Avoid overstating your requirements and instead focus on essential factors for hireable talent.

4. Set Expectations, Establish Key Milestones, and Make Final Selections

Handing over the hiring function for your organization can give teams much-needed breathing room. However, don’t let the recaptured time tempt you to check out of the process. Protect your process by setting expectations for your engagement.

Discuss key milestones to ensure your candidate search is timed for when your organization needs new hires on board. If, say, your company is planning a product launch next year, you’ll need a team that’s fully staffed and trained in time. Check with your department leads to ensure your timeline matches up with strategic plans and departmental priorities.

Determine when it’s appropriate for your HR leaders or hiring managers to step in. While these stakeholders should be involved in developing the job description and hiring timeline, their interview time may be limited. Decide when it’s appropriate and efficient for hiring managers to engage with talent shortlists and conduct final interviews. Full-time hires may need screening for culture fit, while short-duration talent may require less. No matter the method, clarify expectations and then meet them to achieve the best results.

Clear Communication Helps Solidify an Effective Partnership

Before launching your external hiring initiative, outline the communication cadence to keep all parties engaged. Establish clear communication channels, set expectations for touchpoints, and identify major deadlines. Agree on the rules of engagement and keep each other accountable for your shared commitments. Together, you’ll launch an effective partnership that will enable you to hire the qualified talent your organization needs.

Featured Image Credit: Tima Miroshnichenko; Pexels; Thanks!

Brad Anderson

Editor In Chief at ReadWrite

Brad is the editor overseeing contributed content at ReadWrite.com. He previously worked as an editor at PayPal and Crunchbase. You can reach him at brad at readwrite.com.

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