This model implies the hiring and development of a recruitment team, in the event that this does not exist, to follow up on the subsequent processes. In a new structure, composed of an internal recruitment team, besides representing a fixed cost in the operation, training will be necessary in order to have a valid understanding of the culture and needs of the business.
Very present in the business panorama, agency recruitment happens when a company, either due to lack of structure, resources or time, delegates the new hire to third parties who actively seek the most suitable profiles for the reality of their organisation, based on their know-how and on the inputs collected in the requirements survey phase.
A model that has gained traction globally and in different business sectors is based on contracting external services to carry out operations, tasks or processes in strategic areas in which there is no internal knowledge, thus ensuring the continuity of the company's competitiveness. Thus, outsourcing allows an integral part of your company's structure to be outsourced, without having to resort to new internal hiring.
This new model of collaboration in contractual processes offers some of the main benefits of the models mentioned before. If, on the one hand, the experience of companies in the recruitment area can mean a positive premise for finding the ideal candidate, on the other hand, the absence of in-depth knowledge about your business and about the operational sector where your company operates may be the agents responsible for eventual failures in meeting the deadlines and/or budgets previously established. This scenario can also lead to the imminent failure of recruitment. Thus, the composite solution offered by embedded recruitment privileges companies with the opportunity to obtain a vast experience in the selection of highly qualified profiles, aligned with the culture of your company, that only a close collaboration can make possible.