Comparison of effectiveness: recruitment agency vs. internal HR department

The speed and effectiveness of talent recruitment by a specialist recruitment agency

1. Access to a larger and more diverse pool of candidates

Recruitment agencies have extensive networks and candidate databases that include not only active job seekers, but also so-called passive candidates - specialists who do not apply publicly but are open to new proposals. This makes it possible to reach talent beyond the reach of traditional advertising and internal HR activities.

2. Specialist knowledge and experience

Agency recruiters have in-depth industry knowledge and experience in finding candidates with niche competencies, especially for hard-to-fill positions. This allows them to more quickly and accurately match candidates to the company's specific needs.

3. Saving time and resources

The recruitment process carried out by an agency is significantly more efficient - the agency deals with selection, preliminary assessment of candidates, scheduling interviews and negotiating terms, thus relieving internal HR teams and allowing them to focus on essential business tasks. The result is faster filling of vacancies and fewer delays in the company.

4. New perspectives and innovations

Candidates from the external market often bring fresh eyes, new skills and innovative solutions that can effectively improve the company's competitive position. Hiring people from outside the organisation also promotes building diversity and a culture open to change.

5. Flexibility and scalability

Working with an agency makes it easy to adapt the scale of recruitment to the company's current needs - whether for a single position or massive recruitment over a short period of time. Agencies work on a results fee basis, which is beneficial when there are varying needs for new employees.

Internal HR department - advantages and limitations

Internal HR departments have an advantage in their knowledge of organisational culture and direct contact with managers, making it easier to match candidates based on company values and expectations. However, they often lack specialist tools, a wide network and the time to recruit effectively for diverse and demanding positions.

Summary

Specialised recruitment agency:

• finds suitable candidates faster and more effectively
• has a larger talent pool and modern tools
• offers flexibility and relieves internal company resources
• brings fresh thinking and innovations to the organisation

Internal HR department:

• knows the company culture better and can ensure personal match
• however, often does not have access to such a broad candidate market and specialist resources as an agency

In a dynamic, competitive business environment, working with a recruitment agency ensures faster and more efficient recruitment of the best talent, minimising the risk of failed recruitments and accelerating business growth.

Many temporary workers from Eastern Europe have returned to their home countries. Others, who were planning to come to the Netherlands, have decided to abandon their planned trip. The absence of migrant workers is causing particular problems in the agricultural sector, which relies heavily on flex workers and is currently operating at full capacity. In other industries, such as shipbuilding and industrial maintenance, foreign temporary workers have actually been laid off because the risk of infection at their workplaces was deemed too high.

Sharper competition between countries for migrant workers
The question is to what extent shortages of foreign labour can be filled in the short term with domestic labour that is temporarily in short supply due to the corona crisis. At the same time, the corona crisis is intensifying competition among countries in Western Europe for foreign labour, especially in the market for unskilled agricultural labour.

A parliamentary majority has asked minister Koolmees to come up with a supplementary scheme for flex workers who fall between the cracks. But Koolmees cannot promise a solution for them.

Many flex workers fall between two stools. Often, flex workers have not yet built up enough entitlements to receive unemployment benefits. Moreover, unlike self-employed workers, they are subject to an asset and partner test, so they are usually not eligible for support up to social assistance level as self-employed workers can get.

That is why a majority in the House yesterday asked Minister Koolmees in a debate to come up with a safety net for flex workers. The Labour Foundation urgently appealed to Minister Koolmees to amend the NOW and make it more accessible to workers with and temporary contract, an on-call contract or a temporary employment contract.

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