If a business is growing, it is evident that sooner or later the number of team members will rise too. Many companies consider recruiting a subservient element of their HR processes and delegate the related tasks to overwhelmed professionals with no experience in the field. As the process itself is time-consuming and possibly draining, businesses with enough capital and understanding often outsource it.

As a recruitment agency, some of our work required our agents to work onsite, in a tighter and more confidential collaborative environment, and we love this solution. This contract form is still unknown to most businesses, so we decided to summarize everything there is to know about it. Let’s dive in!

What Is Onsite Recruitment?

Onsite recruitment is a special form of partnership between a recruitment agency and a client, in which a recruiter (or more agents) work within the organization as an insider. This means they are part of all the communication and interaction between employees of the firm, receive information from multiple sources, and are part of the daily operations. Their task is usually the same, recruiting candidates for certain positions, interviewing them, and preparing them for the next rounds. Many companies don’t want their routines to be watched by someone not part of the team. This type of resentment still exists, partly as a result of the sales-style approach to recruitment which has been present in our industry since the beginning of time. An onsite agent is a perfect solution for such situations, as they are kind of part of the company through an individual contract, but still obtain an agency background.

What Is The Difference Between Contingent And Onsite Recruitment Services?

Usually, when a recruitment agency is hired, communication between the company and the agency is often restricted to e-mails, occasional meetings and calls with the account manager who forwards the information to the recruiters that work on the open positions.

In the case of the onsite recruitment construction, communication is way easier. The agency recruiter that works onsite, sits in the same office and attends the same meetings as employees gets more information faster than any casual account manager could from e-mails. This faster flow of information means an improved pace for the recruiter (or recruiters, if the agency delegates more people to the search) resulting in quicker delivery time.

This way, the company gains constant contact and more confidentiality with certain agents and still gets to delegate the undesired duties.

How To Improve The Efficiency Of Onsite Recruitment?

There are multiple reasons why an onsite recruiter might or might not be the solution to your problems. To mention a few, constant contact that improves the processes requires constant attention from both sides, and establishing new guidelines might be complicated to get used to. Effective onsite recruitment, for these exact reasons, works best if it’s regulated.

Throughout the years we have collected both good and bad experiences, here’s our guide on how to do it so that it’s as prosperous as can be:

1. Try to think together- an onsite agreement is a flexible working arrangement between two parties with different responsibilities. Try to understand and accept the other side while working out the details in the beginning.

2. Figure out a routine that both sides can accept and work into their existing practices

3. Stick to the contract and the strategy you established at the beginning

4. Establish communication channels that everyone is familiar with and is able to use on a regular basis.

5. Set clear expectations and goals for the recruiters

Onsite recruitment is a special form of collaboration resulting in greater trust and possibly even greater results. If you need help deciding whether it’s for your business or not, or have any remaining questions, reach out to us via e-mail.