Blogs & Videos

Considering Hiring an External Recruiter? Consider This 

Anna Bramlette | 04/04/2024

Identifying, attracting, and retaining top talent is not just beneficial; it’s a crucial element for a firm’s success.  

Given the challenging nature of this process and the high internal costs associated with in-house recruitment efforts, many organizations are turning towards recruitment companies as a strategic solution. Here’s an in-depth look at when and why leveraging the expertise of a recruiting firm can be a game-changer for your business. 

What time is the RIGHT time to consider hiring an external recruiter?  

  • The daunting realization that there simply aren’t enough hours in the day to dedicate to recruitment. 
  • Persistent difficulties in filling a particular role. 
  • A troubling pattern of high turnover for certain positions. 
  • Lackluster responses to job postings. 
  • The absence of an internal HR department, making external recruitment a more viable option. 

If you still aren’t sure, consider these top 7 valuable additions a recruiter can bring to your organization: 

  1. Access to a Larger Talent Pool: Outside recruiters have extensive networks and databases, providing access to a wider array of candidates, including passive ones who might not actively be seeking a job but are open to the right opportunity. 
  1. Expertise in Specialized Roles: Recruiters often specialize in specific industries or job functions and have a deep understanding of the skills and qualifications needed for those roles, improving the quality of candidate matches. 
  1. Time and Resource Savings: Hiring can be a time-consuming process. An external recruiter can save companies significant time and resources by managing the entire recruitment process, from sourcing to screening to initial interviews. 
  1. Market Knowledge and Insights: Recruiters keep abreast of market trends, salary benchmarks, and what top talents seek in employers. This knowledge helps in crafting attractive offers and positioning the company competitively. 
  1. Enhanced Hiring Speed: With their resources, networks, and dedicated focus, recruiters can significantly shorten the time it takes to fill a position, which is crucial for roles that are critical to business operations. 
  1. Confidentiality: For sensitive hires, such as replacing an existing employee, companies may opt for an external recruiter to conduct the search discreetly, protecting the company’s privacy and the confidentiality of the hire. 
  1. Reduced Hiring Risks: Recruiters’ expertise in vetting candidates thoroughly and their often-provided guarantee periods reduce the risk of costly hiring mistakes, ensuring a better fit for the role and the company culture. 

Understanding the Financial Commitment 

Investing in quality recruitment services is pivotal. Skimping on recruitment fees can be tempting, but remember, the value of securing the right employee far outweighs the initial cost. Recruitment firms generally operate under two primary fee structures: retained and contingency agreements. 

  • Retained Fee Structure: This approach involves paying an upfront fee, securing the recruitment firm’s committed efforts towards filling your vacancy. Although this path carries more upfront financial risk, it ensures your role gets the priority treatment and leverages the firm’s extensive expertise and market insights. 
  • Contingency Fee Structure: With performance-based contingency agreements, payment is due only upon the successful placement of a candidate. While this option provides the flexibility of working with multiple recruiters without immediate costs, it lacks the guarantee of dedicated effort and market insight provided by retained recruiters. 

Choosing Between Retained and Contingency Recruitment 

Both retained and contingency models come with their distinct advantages and challenges. 

  • Retained Recruiters: Offer deep market insights and a commitment to your hiring success, justified by the upfront fee. The partnership with a retained recruiter is built on a foundation of mutual investment in achieving your hiring objectives. Prior to commitment, it’s prudent to vet the recruiter’s expertise and alignment with your company’s ethos through thorough discussions and reference checks. 
  • Contingency Recruiters: Allow for a risk-free engagement until a successful hire is made, enabling you to collaborate with multiple agencies. However, this model often results in less prioritization of your open roles and a more hands-off approach from the recruitment agency. 

Making the Decision 

When the time comes for your company to seek the assistance of a recruitment firm, focus on the quality of hire rather than the nominal differences in service fees. The right recruitment partner can offer not just a candidate, but a long-term asset to your organization. This strategic partnership should not be viewed through the lens of cost alone but as an investment in the future success and growth of your company. 

At Q Works Group, we understand the intricate balance of skills, culture, and long-term potential that makes a candidate not just a hire, but a valuable addition to your team. Our dedicated approach, whether through retained or contingency recruitment strategies, is tailored to meet the unique needs of your organization, ensuring that every placement is a step towards achieving your broader business objectives. 

For organizations ready to elevate their talent acquisition strategy and secure the best candidates in the market, reaching out to Q Works Group could be the turning point. Connect with us at or visit our website at to explore how we can transform your recruitment process and help you build the strong, dynamic team that will drive your company forward.